Stacy Young, CSP’s Post

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

Candidate feedback this year has been one of sheer frustration due to the volume of calls, texts, and emails received within minutes of putting their CV's on a job board, very often from non-specialist Recruiters.   We’re always happy to speak to our candidates about:   ·       Market trends, specifically in your area. ·       Current roles we’re recruiting for. ·       Or the type of opportunity you’d like to hear about in the future.   For the last 30 years we have been considered one of the leading Engineering Recruitment Consultancies in the UK, and our Consultants have a strong grasp of their local market, and a number of roles that they could discuss with you.   You could also secure a £250 bonus if you refer a candidate that we successfully place in a new role.   So before putting your CV out to multiple non-specialist Recruiters, perhaps call myself to discuss the following roles in the North West of England:    ·       Maintenance Managers ·       Maintenance Engineers ·       Maintenance Electricians ·       Multi-skilled Maintenance Engineers ·       Engineering Technicians ·       Maintenance Fitters ·       Service Engineers 

🔍 Searching for the best employee? These questions will help you discover the right one no matter what Light Industrial job you are hiring for.

Just spoke with an Engineer who uses an excel spreadsheet for the agency recruiters who have contacted him this week. Here are three pivotal strategies to ensure your business remains a top contender: 🔴 Competitive Salary For FMCG maintenance engineers, a shift work salary must start at a minimum of £46,000. To truly stand out, consider beginning the range with a “5”. Anything less is likely to be dismissed by top talent. 🔴Recruitment Velocity Maintenance engineers are in high demand across numerous sectors, including Food, FMCG, Textile, Paper, Chemical, Automotive, Plastics, Heavy Industry, and Beverages. In this fast-paced market, speed is of the essence. Lagging in the recruitment process means losing out to competitors who may extend an offer within mere days of receiving a CV. 🔴Workplace Culture Engineers are a tight-knit community, and word travels fast. A generous salary and swift hiring process can be overshadowed by a negative reputation. For instance, mishandling a safety incident and penalizing the whistleblower can tarnish your company’s image. It’s crucial to foster a culture that values safety, transparency, and respect. By focusing on these three areas, your business can attract and retain the exceptional engineering professionals necessary to thrive in today’s market.

Most technicians already have a job, so they aren’t actively on job boards searching for new work. To be exact, less than 5% of technicians are actively looking for work. What is your shop doing to attract the other 95% of technicians to your shop? Here are some tips: https://lnkd.in/g-huJM7N 

A job description can either attract a flood of unqualified candidates or deter the ideal ones. It’s a common dilemma in hiring, especially in specialized fields like maintenance. The key is to tailor job descriptions to the specific skills needed at your facility. Remember, not every plant operates the same way. Some may lean heavily on manual processes, while others are on the cutting edge of automation. Moreover, clarity in expectations and pay scale is crucial. If your job posting screams 'senior level expertise required' with entry-level pay, you'll miss out on candidates ready and eager to be molded to your needs. Creating effective job descriptions is about understanding the unique requirements of your operation, the level of expertise truly necessary, and communicating that in a way that attracts the right candidates.

In 2004, when Executive Recruiting found me, I wasn’t given anything other than time. I was given 3 months to EARN my permanent, commission-only phone and desk. We were taught that a “3-Star” approach would almost certainly guarantee a placement. What this meant was that for every role we had to set up 3 Hiring Manager Interviews which took between 6-9 Recruiter Interviews to achieve. The math was simple but the job was arduous, time-consuming, and frustrating…but I fell in love with the industry. The roles, tools, and processes may have changed but the "3-Star" approach is still fundamentally successful despite the level of role. Today, the battle for Manufacturing Talent is more difficult than it’s ever been. Organizational Leadership is choking on the cost of attrition because today’s Machine Operator or Elector-Mechanical Technician has 2.3 jobs that will pay another $2-$3 per hour. At PeopleLift, our candidate “distillation” process yields high-quality candidates through that executive "3-Star" approach. #HappyHunting #ManufacturingTalent #RecruitmentStrategies #RecruitmentInsights #ManufacturingTalent

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

As a seasoned recruiter in the manufacturing industry, I understand the pivotal role that maintenance engineers play in ensuring the smooth operation of production facilities. These highly skilled professionals are responsible for the upkeep and repair of machinery and equipment, essential for maintaining optimal productivity. Their expertise in troubleshooting and problem-solving is crucial in preventing costly downtime and ensuring the safety of the workforce. ⚙️🔧 In today's fast-paced and competitive manufacturing landscape, the demand for talented maintenance engineers has never been higher. Companies are seeking individuals with a strong technical background, excellent attention to detail, and a proactive approach to maintenance. The ability to work under pressure and effectively communicate with other team members is also highly valued. A career in maintenance engineering offers not only stability and growth opportunities but also the satisfaction of knowing that one's contribution directly impacts the success of the entire operation. 🏭💼 I encourage both experienced maintenance engineers and those aspiring to enter the field to continue honing their skills and staying updated on the latest advancements in technology and best practices. By investing in continuous learning and development, individuals can position themselves as valuable assets to manufacturing companies, paving the way for a rewarding and fulfilling career. #MaintenanceEngineering #ManufacturingSuccess #SkilledProfessionals

Huge Openings in L&T 🛑👉Apply now: https://lnkd.in/gqbcCK9V Eligibility Criteria, Number of Vacancies, Sallary structure, Allowances, Location and other details are mentioned in given link. Comment Below so that we can screen your linkedin Profile and get know about your experience and qualifications. Openings are available in below category or departments. - Mechanical Engineer - Operation Engineer - Civil Engineer - Electrical Engineers. - Graduate Trainee - Administration & Support - Engineering Finance - Human resource - information systems - Audit - Legal - Manufacturing - Procurement and logistics - Project management - Quality and Operation Excellence - R&D - Sales and Marketing Service - Sustainability another vacancies are also updated as arises please visit given site for accurate information. Comment below so that We are able to see your linkedin profile and Recommend you profile to Recruiter and able to help for preliminary shortlisting. note: we never demand money for recruitment process.