Matt Morson’s Post

Hunting down Maintenance Engineers to join your business?  I can help.  But I’ll have a few questions before I can get the cogs turning.  Some are hesitant to give all the details. But reality is, I need to understand the role inside out to find the best-suited candidate for the position.  For example, Engineers want to hear about longevity in the current team. So, I need to know details when they ask.  Something I like to do is pitch a site visit. This really helps me take that understanding to the next level. And in the past has led to a quicker placement.  Get in touch for help filling openings in your business 📲 07940 432 882  #MaintenanceEngineering #Recruiter #Hiring

For engineers, attitude is SO important.    Having the right attitude will go a long way in your job search and career.    What stands out to me and maintenance/engineering managers: They’re enthusiastic     Really listen to the details     You only have to tell them once    It would sway a lot of hiring managers choice when deciding between candidates. Do you agree?   #MaintenanceEngineer #Recruiter #Atittude

Six months ago, we partnered with a food and beverage manufacturer based in North Carolina. Due to rapid market growth and rising product demand, they needed help expanding their workforce with precision on a tight timeline. Here’s what they told us: 📌 We need to expand our engineering department by 30%. 📌 We need 1 Maintenance Manager, 1 Maintenance Manager, 3 senior engineers and 7 technicians. 📌 We can’t settle for candidates who aren’t technically qualified or a true cultural fit. 📌 We have 3-6 months before this goes beyond mission-critical. The challenge was clear: scale rapidly while finding top-tier, specialized talent. We know from experience that balancing volume with precision is no small feat. Enter our recruitment team, led by Michael. Here’s how we tackled it: ✏️ We crafted a tailored recruitment plan, knowing these matters require a calculated and precise approach. ✏️ We scheduled a myriad of interviews, ensuring candidates met both technical and cultural criteria along with industry knowledge. ✏️ Despite the difficulty, we secured senior-level talent before finalizing the technician team. In less than four months, we successfully expanded their engineering department, playing a pivotal role in the growth of the company. We are now their preferred recruiting firm, fulfilling their staffing needs nationwide. Here are some significant stats from the project: ☑️ We submitted the winning candidate for a Manufacturing Engineer within four days. ☑️ We placed a Controls Engineer within two months. ☑️ We filled the Maintenance Manager role in less than three weeks. ☑️ For Maintenance Techs, we’ve submitted 28 candidates, with 18 interviews and 8 offers since mid-December. Our work impacts the trajectories of businesses and the careers of those behind them. That’s why we’re always committed to placing the right people in the right seats, ensuring future success for all. #hiring #recruiting #jobplacement #careeropportunities #humanresources #staffingfirm #crossresourcegroup

Do you find Hiring Field Service Engineers easy? If you answered yes, you are probably using similar strategies when hiring field service engineers to what we outline in this article. In truth across all industries and in all countries, hiring engineers to work in the field is not easy. A shortage of Field Engineers loads pressure on existing team members. In industries where there is a shortage of field engineers, projects are delayed, and equipment remains unusable while waiting to be repaired. Read my hiring tips to avoid Field Service Engineer shortages in your team. Find out how to hire when you need to hire by creating a funnel, and keeping in touch with possible future hires. #management #humanresources #careers #jobs #hiring

You’ve seen the value of temp talent from Randstad. But for especially hard-to-fill direct hire roles — maintenance mechanics, automation technicians, supervisors, and more — adding Randstad’s skilled trades team to your existing support may be the better approach. Benefits include: • You get to work with a trusted partner who already understands your business. • We’ll tap into our robust talent pipeline — a proven industry-leading resource for high impact, hard-to-fill roles. • You’ll be assigned a skilled trades consultant, allowing your temporary staffing team to stay focused on your day-to-day business. • There’s zero cost to you unless you select and hire a candidate (and it’s always free for you to vet candidates or check out resumes). Connect with your Randstad representative to learn more. ©

In today's fiercely competitive labor market, retaining field service technicians has become more critical than ever before. 🚀 Check out our article, "Strategies for Retaining Field Service Technicians," to discover actionable insights into nurturing a loyal and motivated workforce. In a market where skilled technicians hold the upper hand, it's imperative to show them they are valued and appreciated. Here's a sneak peek at what you'll find: 🔍 Insights into the ongoing struggle of recruiting technicians in a competitive market. 💡 Five expert tips to ensure your technicians remain happy and fulfilled in their roles. 🛠️ Practical strategies for offering competitive compensation, comprehensive training, and career advancement opportunities. 📱 The importance of providing cutting-edge technology tools to enhance productivity and job satisfaction. 💬 Cultivating a supportive corporate culture that fosters engagement and team spirit. Click the link below to access the full article and equip your organization with the tools for success. 👉 https://hubs.li/Q02qQlMj0 #FieldService #EmployeeRetention #TechInnovation #TeamEngagement #FieldServiceSoftware

Job seekers. Do you try to educate recruiters when they try to get you to apply to a job, but the numbers don't add up? An example - I have been contacted repeatedly by recruiters that want me to consider Technician roles instead of Engineering or Management roles. The salaries for Technicians are low generally. I was asked recently to consider such a job where the commute would be roughly 50 miles one way (I don't own a tesla and commuting would be cost prohibitive). Rentals cost between $2200 and $3600 a month. And homes cost around $400k. So the job would have to pay between $120k and $180k to justify moving. I don't know of any technician jobs that pay much more than $60k locally. The numbers don't add up.

🔍 Hiring the right Maintenance Engineers is crucial for any manufacturing business to thrive. You know it, I know it - yet it often feels like searching for a needle in a haystack, doesn't it? Fortunately, my specialist knowledge in recruiting within this niche is the magnet you need. Here are solid ways it can make a significant difference: 1️⃣ Industry Insight: With an ear to the ground, I understand the unique challenges and skills required in maintenance engineering. This allows me to tailor job descriptions and speak the language of top talent. 2️⃣ Talent Pool Access: Years in the game mean I've built enviable connections - a ready pool of vetted professionals, from hidden gems to those top-tier engineers who aren't actively looking but are open to the right opportunity. 3️⃣ Cultural Fit: It's not just about technical skills. The right engineer needs to mesh with your company culture. I've honed the art of assessing soft skills that ensure seamless team integration. Still pondering the best move for your engineering team? Let's connect. Together, we'll keep the cogs of your manufacturing business well-oiled with the finest talent out there! #EngineeringRecruitment #ManufacturingTalent #MaintenanceExcellence 🛠️

Job Titles "What is the title of the position" is a common question I field- and it's a fair one. The larger an organization, the more weight the title carries. They can clearly define responsibilities, hierarchies, and pay bands. But in smaller organizations, they're flexible. A "Project Engineer" at a smaller company may have the same expertise & seniority as a "Senior Associate II" or "Electrical Engineer V" at a larger one. When interviewing with smaller firms, it'll serve you to approach the conversation with these nuances in-mind, and to ask questions appropriately. "What do you need me to be able to hit the ground running with?" "What skills would I be expected to develop with time, and what sort of runway would I have to develop them?" "What's the current makeup of the team, and where do you see me fitting in?" There's an inherent pro & con in working at a smaller firm where job descriptions come with a certain fluidity. The 'pro' is you get to wear many hats. Incidentally, so is the 'con'.

We are transforming the landscape of hiring through #skillsbasedhiring. Purepost empowers talent acquisition teams to amplify skills over traditional criteria, bridging the gap of structural inequality. #equitablehiring #skillsfirst #veteran #talentacquisition #militarytransition #resume #skillsfirst #skills