When it comes to manufacturing, one bad apple can spoil the barrel. Bad hires not only cost time and money but also create a stressful working culture. Benjamin Franklin knew what he was talking about when he said, “An ounce of prevention is worth a pound of cure.” Far better to avoid the bad hire in the first place!
How? Begin by identifying the hiring process and ensuring that each stage receives the appropriate time and planning.
Step One: Identifying the need and creating an accurate job description.
“We need to hire more employees for the third shift,” or “The management team needs another staff member.” aren’t enough. How many additional employees do you need on the third shift? What positions will they fill? Why does Management need additional staff? What will be their role? Who will be monitoring the employees or the additional management staff?
It’s vital to pinpoint what you need and then write an accurate job description. Include specific tasks and responsibilities. What skills are essential, and which ones are a plus? Which skills must the candidate have mastered, and which ones will the new hire learn via on-the-job training? Accurate job descriptions clarify your needs and expectations and let the applicants know in advance what will be expected of them and whether they are equipped for the position. Spend time with an employee who previously or currently holds the same position. Ask them for a list of five critical skills required for a candidate to succeed in this position, as well as five fundamental attitudes and behaviors needed to help this person excel in this position.
Step Two: Advertising the position, screening responses, and creating a short-list.
Where will you post the job ad? Which job boards and social media channels are most effective for your targeted jobseeker? Do you have a mobile user-friendly application process? Will you encourage employee referrals? Will you contract with a staffing company? How will you screen applicants?
Be very specific in your advertising process. Post your job where your ideal candidate is most likely found. Too much stress? Connect with a reputable staffing firm that specializes in manufacturing. They can save you time, stress, and cost in the long run.
As the applications come in, ensure you have a reliable screening process. Are you using AI? If yes, have you set the parameters correctly? Are you using staff? Do they understand the job description and how to assess the application accordingly and quickly?
Step Three: Interactions – the interview, job offer, and onboarding new employees/staff.
Do you have an established interview protocol? What questions are essential, and what responses are you seeking? If you are hiring hourly employees, what is the entry wage, and how quickly can they earn increases? Will you require aptitude and skill testing for hourly positions? If you are hiring staff, what salary parameters go with the job? What is the company’s onboarding process?
Being prepared before the interview will help both recognizing a potential bad hire and pinpointing a great one. Ask for specific examples of past work and check references. It’s an ideal way to learn more about the applicant and verify their previous work. Remember, asking your questions should take far less time than listening to their answers. Learn to read between the lines and identify team players. Keep your expectations high, but realistic. Remember that no one person has every personality trait, or every skill you desire. Read between the lines and ask the right questions, and you will find the perfect fit.
Once you’ve identified who you want to present with an offer, don’t neglect the background check. Not everyone is who he/she seems to be. Prevent disaster by finding out before the proposal.
Presenting an attractive job offer that fits within the company’s realm is a win/win. Pay attention to the candidate. Every generation has typical ideals, but don’t make stereotypical assumptions. Different personalities, genders, backgrounds all play a role in what a candidate is ultimately seeking.
Onboarding can bring the best out of a new hire or sabotage the process. It begins before the starting date and lasts for several months to a year. Evaluate your company process and make any necessary changes.
No hiring process is foolproof, but with the help of your staff, you can create a standard hiring process that will increase your chances of hiring the right person. If you want help from the experts, consider Gillmann Services, Inc. We strive to create a supportive, transparent, and safety-conscious working environment where every employee, individually and collectively, provides our clients with exceptional workmanship, extraordinary service, and professional integrity. At GSI, we work for you! Give us a call today.
