How to Hire Experienced Technicians for Your Business
Manufacturing may be in a hiring slump, but with these tips, you can find the right technician for the job.
Hiring is a risky business. It takes time to find qualified people for a job, and if you choose the wrong person, the results can be disastrous.
And that’s not to mention manufacturing’s current worker shortage.
Learn how to overcome these barriers to recruiting and hiring technicians below.
How to hire experienced technicians for your business
Difficulties of hiring in manufacturing
There is a shortage of qualified workers in manufacturing.
By 2030, the manufacturing industry will be short of 2.5 million workers. These hiring challenges create gaps in the workplace, making it difficult for manufacturers to meet their production goals.
The COVID-19 pandemic hasn’t helped, either. People fear unemployment during these uncertain times and are searching for industries with lower unemployment rates.
Despite common public fear, automation cannot take over everyone’s job. We need experienced, qualified individuals to help run our manufacturing facilities.
Importance of finding quality employees
Hiring Joe Schmoe off the street may close the gap in your production line, but it could cause far more pervasive issues throughout your facility.
Hiring unqualified workers can lead to these problems:
Lower product quality
Machine failure due to improper use or maintenance
Increased lead time
Work-related issues between employees
That’s why it’s important to find the right people for the job. You can save hundreds of thousands of dollars on unplanned downtime or product recalls by taking the time to select experienced individuals.
Steps to find experienced technicians for your business
If you are in need of technicians on the warehouse floor, take these four steps.
1. GET CREATIVE.
Dump the traditional recruiting methods like local paper advertisements for modern methods:
Social media advertising: Get on platforms like Facebook, LinkedIn, and Twitter to advertise your job. If you already have a following, you can target people who have already expressed interest in your company. If you don’t, create an account and start building your online presence with a job offer!
Online job boards: People have moved online to search for everything, from employment to housing. Post your job on sites like Indeed to reach an expansive audience.
Events: Since COVID-19, group gatherings have been limited and require face coverings and social distancing. However, if gatherings are allowed in your area, then host a hiring event! You’ll meet your applicants face-to-face and get a better idea of the people you are targeting.
These newer forms of job recruitment may be foreign to you, but they provide an easier way to access more people, including people who are qualified and interested in your job.
2. OFFER INCENTIVES.
Does your company offer a 401(k) match? What about free lunches on Fridays or parental leave?
All of these incentives will drive applicants to your job. People want to work in a place that honors their needs and wants.
If you don’t currently offer incentives such as the above, then start looking into some that your company can afford. Not only will you drive more traffic to your job application, but your current employees will be compelled to stay longer as well.
3. ASK THE RIGHT QUESTIONS.
You’ve gotten some applications and you are ready to interview. This is the hard part.
Know the right questions to ask, and how to ask them. Don’t give applicants an easy way out with a leading question. For example, "You’ve worked on KUKA robots, haven’t you?” is a leading question because it suggests that the applicant should say yes. Use open-ended phrasing like “What robots have you worked on in the past?” to get an accurate answer.
Additionally, be sure to ask questions that probe both hard and soft skills. You don’t want to hire someone with brilliant technical skills but lacks any communication skills. You can ask scenario-based questions to determine how a person will work with other people.
4. BE OPEN TO TRAINING THE RIGHT PERSON.
If someone checks nearly all your boxes, but they are missing one vital skillset, then consider training them. Putting time and resources into an employee who meets your criteria is a long-term investment.
For example, they may be highly capable at debugging and troubleshooting, but need help learning how to perform robot cleaning and degreasing. Training your employees will provide them with new skills and show them that you want them to stay in the company.
NRTC Automation offers Robotic Training Services to get your staff on the right track. Learn more about how we can tailor our training to your company here.
Start looking for the right personnel for your company
The best time to start recruiting is now. Take advantage of the tips listed above to find the right person for the job.
If you need technicians but lack the resources to recruit, NRTC Automation can help! Our Engineering Services will recruit, interview, and hire qualified technicians. We make it easy for you to finish the job with the right personnel.
Learn more about our Engineering Services today.
GET HIRING HELP FROM NRTC AUTOMATION
NRTC Automation is dedicated to providing high-value industrial automation and manufacturing equipment solutions to all its customers.
From decommissioning and tear out to industrial robotic training services to custom flexible work cells, NRTC is the key to integrate your workplace. With personalized training and custom-built designs, NRTC Automation is the destination for all your industrial automation and manufacturing equipment services.
Schedule a free consultation with us to learn more about how we can help you achieve your production goals.
