- Utilize the power of Social Media for hiring
- Recruit and retain young talents for the wellbeing of the companies
- Marketing of an organization plays an important role, workshops, training programs, attending job fairs and many other social interactive programs can make the organization more familiar
- The organization should reflect the core vision, culture and values to attract candidates
Who runs the business alone? Whether it’s a small business or a big manufacturing company, employees are required to work in different areas. Not any employee, companies require people with necessary talent as per the nature of business. Recruitment is a process to select the best candidate among the pool of talents as per the profile.
Today’s market is very competitive. It is getting harder to find a suitable candidate than it used to be. It has come to a term where the manufacturer does not only need to make great products but also provide great ambiance to work. While IT companies are investing more in worker management and development than ever, many manufacturers are still apprehensive about it.
“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.”
Bill Gates
Founder, Microsoft Corporation
In today’s world, few manufacturers are doubtful about the value of these worker-friendly concepts. Manufacturers have to come out of the old and obsolete ways of doing business else it would be tough to retain their talented employees and finding the new ones.
It is getting really important to recruit and retain young talents for the wellbeing of the companies. Recently the manufacturing sector has evolved and improved the work culture to retain the existing talents and to welcome the new recruitments. Let us discuss the steps which can be effective to pool the right talent from the candidate-driven market in the manufacturing sector.
Proactive approach
The organization should be prompt enough to select the candidates that are open to learning manufacturing skills and start an employee-training program. The selection can be done by conducting campus recruitment, approaching colleges with a required stream.
The marketing of an organization plays an important role, conducting workshops, partnerships in mentoring programs, conducting training, job fairs and many other social interactive programs can make the organization more familiar. The candidates would always prefer the organization with a well-known name.
Using resources: Social Media
We are living in a digital world and technology is playing a pivotal role. The manufacturing sector is still lagging to match the steps in terms of technology with its counter tech companies. And most of the talents automatically directed towards tech jobs because of the work culture it provides. But the fact is the manufacturing sector is required to support tech. And manufacturing itself is often a great driver for technological innovation.
Social Media can help in notifying people of training opportunities offered by the manufacturing organization, highlighting achievements and testimonials of employees of the organization, promotion of news, programs, and various initiatives through online medium. The medium makes manufacturers reachable and more transparent.
Target the best job sites
Job sites are getting popular in terms of job search. When the candidate starts his job search, the first step he does is to subscribe to a job site or at least go through them on a regular basis. Thus, manufacturers should select the job sites which are best suitable for their type. The job sites often have a community of job seekers and recruiters where you can select the talent as per the requirement. The transparency of the sites makes it useful for candidates to apply jobs and recruiters to shortlist the candidates.
Conducting interesting interviews with responsible feedbacks
Steps of shortlisting talented candidates have been done. What next? Interviews! Correct the selection of the talent from the shortlisted candidates can be tricky. It might be possible that the candidate you are willing to select does not show further interest to join after the interview. The manufacturer should understand that interviews can go either way. It is not only the recruiter who is interviewing but it is also the candidate who is measuring you. Thus, the manufacturer should make the interview a comfortable and low-stress affair.
Make sure you are showcasing some real company ethics and work culture while conducting an interview, because you don’t want to keep the candidates in illusion
The efforts would result in getting the most suitable talent without any apprehensions. It is obvious that the manufacturer could not appoint everyone who has been interviewed. Therefore, it is advisable to get back to the unselected candidates with proper feedbacks giving an impression of a responsible organization.
The manufacturer should evolve itself as a brand and make talented candidates search for them. The motto of the organization should reflect the core vision, culture, and values. In today’s world, when there is no shortage of candidates, selecting the right one is tough. With proper steps, the manufacturing sector can also pool lots of talent without compromising on the skills.
If you are looking to improve the marketing, branding, and communication tools of your manufacturing unit, please do write to me at hari@themachinemaker.com for a free consultation. Happy Manufacturing!