What do you do if you're struggling to find qualified candidates for your Manufacturing Operations team?

Communication is the key, most recruiters lack basics of effective communication then they blame it on the struggle to find the right candidate! The horse or the cart first?

To overcome the challenge of finding qualified candidates options to look at would be, refine job descriptions, expand search channels, collaborate with educational institutions, offer competitive compensation, focus on employee development, consider transferable skills, enhance employer branding, partner with staffing agencies, and continually evaluate your recruitment process.

Look at adjacent industries and sectors.For instance engineers in aerospace, defence and oil and gas, can have worked on projects where there is a crossover, and will often use similar processes and technology. Consider what skills are required to be successful, and if cross training could be an option

One of the best sources for hiring is referrals, and not necessarily from your employees. Use your network for additional passive candidates and when they aren't interested in a new role; you can still develop a valuable connection with them. Don't pass on the opportunity to ask them to recommend their talented colleagues and friends who are looking for a role like the one you are offering. Continue to build your industry network!

Expanding networks means connecting personally with institutions that could provide the skills sets for prospective new graduates, locating additional channels for sourcing and relationship building.

When I struggle to find suitable candidates for my manufacturing team, I use three strategies. First, I emphasize on referrals, actively engaging with my team’s networks. This increases potential candidates and ensures a good cultural fit. Second, I utilize alumni networks, a rich source of potential candidates with industry understanding. This can shorten the learning curve for new joiners. Third, I redefine the “must-have” skills for the position, considering what skills are crucial and which can be learned on the job. This widens the candidate range and increases the chances of finding the right fit. It’s not just about filling a vacancy, but finding the right contributor for future success.

Analyze why qualified candidates aren't applying - is it salary, outdated job descriptions, or lack of growth opportunities? Addressing the root cause is key. Once you understand the reasons, you can craft targeted solutions like revamping recruitment methods, offering competitive compensation, or highlighting exciting career paths. This strategic approach will attract the right talent and ensure long-term success for your team

One option to consider that you can incorporate as part of the hiring strategy is hiring of contingent workers. Partner with a staffing agency and have them help bring contingent workers. Hire as contingent and convert those top performers who meet all qualifications into regular employees. Having a well-structured contingent worker program that is in compliance with FLSA and are properly classified can help in a manufacturing environment.

Where there is Job, there are talents and vice versa. If there are issue in talent attraction and conversion, then it is advised to work on branding and sourcing strategy.

Expanding networks can help a manufacturing business in many ways, like getting better prices on materials, finding new markets to sell products, teaming up with others to make better products, staying on top of rules and regulations, hiring talented people, learning new things about the industry, and making the business more well-known and respected.

To build a strong Manufacturing Operations team, focus on clear job descriptions and diverse recruitment channels. Network actively, encourage referrals, and engage with tier-1 educational institutions and industry associations. Offer competitive compensation and highlight growth opportunities. Continuously streamline hiring processes for efficiency & focus on great candidate experience. Thank you, Manoj

Referrals and reference best work in manufacturing roles. Connect to your network internal and external to get suitable leads.

Some place we could not reach because of our network was not strong so we couldn't evaluate our skill and our value of our profession.

Hire train deploy model is gaining momentum in roles which are complex and difficult to hire. Explore this option to meet your talent needs.

The best candidates are the ones sourced from within the organization. They are much aware of the skill gaps in the organization, therefore they will be more enthusiastic to learn. Also, the organization's culture and history is preserved as unnecessary disruptions is avoided.

At times we focus on attracting new candidates and we forget about our current work force. Investing in training emphasizes to teams that we care about them and their future. We need to keep good people and this is one way to do so. This also speaks well of the organization- we want to promote from within and we will help get you to the next level.

Employers may consider posting short Vlog or a video message from a friendly face with an invitation to apply or visit the website. This can also be used for other purposes. The message could narrate some basic information about the organization and its operations.

First we have to highlight positive workplace culture and consider flexible scheduling options. Leverage employee referral incentives and collaborate with recruitment agencies. Streamline the hiring process to enhance candidate experience and engagement.

Os principais problemas logísticos em um sistema produtivo é o abastecimento de fornecedor, a logística integrada( abastecimento interno), a logística reversa (abastecimento de produtos improdutivos retornáveis) e a expedição. Todos os aspectos têm que ser avaliados de acordo com as necessidades, mas a ênfase maior tem que ser no aspecto que mais influencia na perda produtiva seja de qualquer segmento.

For the fresher candidates we will do campus placement and for the experience candidates we will hire candidates form competitors companies.

Announce an “Open House“ and attract attendees to consider joining the team. Those who visit are those who actually are interested in your business and it is a good opportunity to convert them into your employees. You may also offer internships and apprenticeships for interested candidates.

Cast a wider net: expand your search beyond job boards with technical schools, veteran recruitment programs, and industry events. Tailor your employer brand: showcase your company culture and growth opportunities online. Sweeten the deal: highlight competitive compensation, benefits, and training programs. Streamline the hiring process: make it efficient and easy to avoid losing potential hires. By expanding your search, showcasing your company culture, and offering a compelling package, you'll attract a wider pool of qualified candidates for your Manufacturing Operations team!