Recruiting staff for the threaded inserts world

A couple of weeks ago, we decided to expand the team, which currently stands at 11, up to 14. We understood that advertising, finding and recruiting new staff can be a difficult and sometimes a long task, as you need to consider their hands-on experience, area of specialism (this is especially difficult in the world of threaded inserts), as well as salary, notice period and holidays booked. We wished to expand our team by appointing two new Sales Executives and a Machine Setter.

We have broken down our recruitment process and have the following steps of advice for those wishing to expand their working team:

  • Move quickly. When an applicant sends their application in, you, as a recruiter, must act quickly. The longer you wait to respond to a skilled worker’s application, the greater chance there is of the applicant being snapped up by another company.
  • Show off. Talk to your potential new employees like you would with your clients and tell them what the USPs are of your company, demonstrating the business as a positive place to work.
  • Be transparent. To ensure that business relationships work well between yourself and the new staff you are hoping to attract and retain, as well as those workers who may not be successful in their application, you need to be open, honest, clear and upfront with all applicants. Any unexpected surprises or dishonesty will see your company have a negative reputation amongst local people.
  • Check the applications/CVs in detail. We often find it difficult to find people who have experience of working with threaded inserts, such the niche industry that it is. We are constantly looking for relatable and transferable skills that will benefit the company. By looking at the CV with a fine-tooth comb, we have been able to find an unpolished diamond that can grow into their role.
  • Plan out the interview stage. Having a clear plan and set of questions for assessing all candidates is crucial in finding the most suitable talent.
  • Decide quickly. It is important to make a final decision quickly, as you do not know how many other interviews the preferred candidates are going for. It is also important to let the candidates that are not successful know, as they can focus on their other applications and not have false hope.

Blog by Dan - 15th July 2019

#fitscoblog #recruitment