Finding the right manufacturing candidate
Looking at a virtual stack of resumes and unsure where to start? EmployBridge is here to help you sort through them to find the right candidate for your open position. No matter what management level the candidate is at, here are four tips for finding top talent.
Choosing the right candidate
There are many points to consider as you draw up who should fill an open role at your company. Cultural fit is important when you imagine how this person will work with standing employees, where skill level measures how well the new hire will perform on the job. Know that you can always train a great cultural fit to meet your needs if you have the bandwidth to do so.
The following tips will help you fine-tune your job description to help zero in on the right applicant within the manufacturing space. These points will also help your recruiter at EmployBridge sift through available applicants to help you get ahead of the hiring process.
1. Understand the minimum requirements
Be clear about exactly how your new hire will help you reach key business goals. With a better understanding of what this role will do, the candidate will know how they can best serve you. Every job has a level of knowledge, experience requirements and skill level. Recruiters will use these points to identify the applicant that can do the job best.
2. State the minimum qualifications
Your job description will be your first introduction to the job for the candidate if they have not heard of your business yet. Offering clear baseline qualifications, as well as nice-to-haves, on your job description will give them a good idea of what you are looking for and if they can do the job well.
3. Market your job description
Because your job description is your first impression for your candidate, make sure that it speaks to the culture they will be entering into. Younger generations are looking for not only benefits and upward mobility, but a company they can believe in. showcase how you serve your community, the care you show for your employees and even how your new hire will be evaluated.
4. Use an applicant tracking system
When you have to read through resumes, cover letters and conduct interviews, the mundane parts of your hiring process should be as automated as possible. Your ATS should be able to even pick out keywords in a resume and cover letter that meet your qualifications so the best of the bunch is brought to the forefront. Having accurate data also allows you to fine-tune your job description.
The hiring process also involves important compliance checks including i9s and background checks that are nonnegotiable parts of onboarding. Instead of chasing down new hires for this paperwork and disrupting their onboarding experience, pick up an ATS that can do the work for you.