Hiring talent and filling vacancies on factory floors during the labor shortage in the last several years has been tough; Patrick O’Rahilly from Factory Fix fills us in on how he’s been making it easier.

There are three major problems affecting recruiting; the first is the labor shortage, the second is the skills gap, and the third is candidate ghosting. FactoryFix is a turnkey, recruiting platform developed to help companies staff their critical needs at any level by tackling all of these issues. They recently acquired funding to help address the long-term solutions of revitalizing manufacturing to attract a younger demographic while also removing the negative stigmas of the industry. Looking from the bottom up to solve staffing needs, from the production floor to the C-suite level, a streamlined process is created in order to fit the goals and needs of the customer.

In order to drive as many candidates to positions, job postings need to be on as many recruiting websites as possible to cast a wide net. Full transparency and active communication throughout each step of the process are critical to retaining candidates. Having a partnership of knowledgeable customer success professionals can ensure the smooth operation of hiring processes and actively help to retain talent post-hiring.

In the long-term, shifting the outlook of the manufacturing industry to attract the younger generation can prevent another labor calamity as seen in the last several years. One solution is to engage this audience with the independence the industry can allow when one masters a trade versus the alternative of going into debt for a four-year degree. Advocating the youth toward this decision process and weighing their career options creates a larger pool for generations to come. Grabbing attention can be done with videos showing the appeal of the manufacturing field, as well as having apprenticeship programs in place to teach and educate those entering the space.

Once awareness has been raised about openings, there’s an optimized funnel that candidates go through. This optimization comes from removing the “friction” in the process, where a lack of communication between the candidate, and too much communication between HR and hiring managers to drag out the hiring. For more experienced postings, having a matching program to find candidates with all sorts of levels of experience, including knowledge of certain brands of machinery is beneficial. Scoring algorithms can help vet every applicant through a series of direct messages to garner their skill level.

Recruiting through traditional methods through websites and databases solves a short-term issue, however, long-term solutions through engaging a wider audience and a generation that is interested in skill-building within the manufacturing space are more foundationally ideal. Headhunters and recruiters do have value but are not cost-effective overtime when factoring in the percentage of each annual salary of multiple hires through a company.

Visit FactoryFix to see how you can match with top workers for the exact skills you are looking for with intelligent match, automated outreach, and custom screening!

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#industrialmanufacturing #laborshortage #manufacturingjobs
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