We Must Do More to Promote Manufacturing as a Rewarding Career Path. Here’s How.

We noticed this article by Larry Fast in IndustryWeek earlier this month and, even though its publication is well past Manufacturing Day, Mr. Fast’s strong opinions about “We Must Do More to Promote Manufacturing as a Rewarding Career Path” hits a nerve with us. As all our readers know, we’ve dedicated our Search Practice to the Manufacturing Industry since opening in 1976. The changes we’ve witnessed in technologies, innovation, management tools, and styles have been incredible.

Want Managers to Focus on Retention? – Show Them The $ Impacts of Turnover

Although we’ve shared this article before. We still feel that this particular write up is always an important topic to revisit. There’s a lot of talk and a number of articles discussing “the war for talent” and how difficult it is to attract and hire the level of talent that will serve the industry long after the last wave of Boomers retire. As true as the root problems are that these articles address, this article we found by Dr. John Sullivan on eremedia.com speaks to a different angle of the same issue – that focusing on employee retention can reduce turnover and avoid competing in “the war on talent”.

The Evolving Workforce: The Skills Needed to Propel Manufacturing Forward

October was “Manufacturing Month” in North America. And, since most of our Clients are manufacturers we thought this article by Mark Humphlett deserved a reprint. In the article, Mark effectively summarizes the impact of change on both manufacturing jobs and the industry in general. He also sounds the alarm that young people have been conditioned to turn away from careers in manufacturing.

Unconscious Gender Bias Still Obstructs Women in Manufacturing

When we first saw this article “Unconscious Gender Bias Still Obstructs Women in Manufacturing” at www.industryweek.com. My first inclination was to pass it by as outdated since we are so much more enlightened. And then I thought about just how few women we know running manufacturing operations here in SW Ontario. Right now, I’m working with two very accomplished women who run large, complicated auto parts manufacturing operations. With plant sales in excess of $100 million. And I know of one other. But that’s only three!

Ontario Court Backs Employer Over Bad Reference

In recent years, and in growing numbers, we’re finding that companies are reluctant to provide References on former employees. In fact, it’s become common that all we’re able to gather is confirmation of employment and job function. Which does little to support the former employee’s candidacy for hire elsewhere. We’ve heard that the “no Reference” policy is a result of The Personal Information Protection and Electronic Documents Act (PIPEDA). Or because company officials fear litigation over a “bad Reference”.

Five Ways to Empower Employees for Higher Engagement

We’re constantly bombarded with articles and complaints about how hard it is to find good employees and then how hard it is to retain good employees once we find them. As the real estate market has tipped the advantage to the seller, so has the employment market tipped the advantage to the candidates. They know they are in demand and we’re seeing candidates get multiple job offers. They are interviewing companies as thoroughly as companies are interviewing them.

Do Hiring Managers Need To Meet With Recruiters?

When we came across this “Do Hiring Managers Need to Meet with Recruiters” article by Mark Smith of people2people, an Australian Recruitment Firm, it really hit home. We constantly hear that others in the Recruitment Field don’t spend as much time at Customer locations. And don’t spend as much time face-to-face with Candidates as we do when geography allows. Some see our approach as old fashioned, some as a waste of time or at least creating a delay to match schedules. But, we’re convinced that meeting Customers and Candidates is an essential ingredient to successful Recruiting.

How To Create Meaning At Work When The Outcome Isn’t Always Meaningful

We came across this article by Sally Helgesen in reference to the challenges we face employing, and profiting from, Millennials who we’re told want meaning from their work. Not all businesses can be green, save the environment, or cure diseases. In fact, some of our clients design and manufacture products for military applications. And, we have had candidates withdraw from these Search Projects on “ethical” grounds.

Stop Hiring For Cultural Fit And Start Hiring For Cultural Fitness

This article by Gustavo Razzetti caught our eye because the title seems counter-intuitive to all the modern discussions about hiring people who fit our company cultures. He opens by accepting that “culture is the glue that brings a team or organization together”. Which we all can accept as common sense. It’s when Mr. Razzetti writes about adding employees who can augment or stretch our cultures that we see his point.

Barriers to Re-Shoring: A Detailed Look

We came across this article by Joel Hans, Managing Editor of Manufacturing.net. Discussing barriers to the recent trend and enthusiasm for Re-Shoring business and jobs back to North America. As the challenges of inconsistent Quality, inconsistent Delivery and rising pricing from Chinese out-sourced manufacturers wear on North American manufacturers. It’s natural and patriotic to consider Re-Shoring. And yet there are barriers to immediately “turning the tap back on” here at home.