Manufacturing recruiters represent vital strategic partners to manufacturing firms, capable of unlocking an untapped value. When fully realized, their potential to identify the right talent can significantly contribute to a company reaching its ultimate business objectives. But, to optimize their total capacity to operate well within a manufacturing business, it is imperative to trust them to leverage their holistic abilities as recruiters.
Manufacturing Recruiters – the Overlooked Trusted Business Partners
Although many hiring managers in organizations continue to perceive their recruiters merely as “order takers” – those who just open positions and transmit resumes – it is crucial to underscore that the role of a recruiter extends far beyond these traditional boundaries. Acting as a business partner, the recruiter acquires strategic insights into talent acquisition and management, bridging skill gaps and driving organizational growth. In other words, recruiters serve as an extension of the organization, performing a role that is part salesperson, part marketer, and part HR specialist. It goes well beyond the mere perspective of taking orders and executing them.
According to a Deloitte and the Manufacturing Institute report, the manufacturing industry might lose $2.5 trillion in revenue due to an anticipated 2.4 million unfilled positions within the manufacturing sector between 2018 and 2028 as a direct consequence of the skills gap. Hence, the fact that you need recruiters implies the complexity of the task. Recruiters aren’t just filling vacancies; they are helping to complete your team with the right talent, ensuring an optimal fit.
Understanding the Recruiter’s Role in a Cross-functional Team
In a cross-functional team, the essence of trust is paramount, especially when the recruiter’s role is viewed as a business partner rather than a hierarchical subordinate. Trust fosters open communication, collaborative decision-making, and mutual respect, all vital for operational efficiency and overall success. Hiring the right personnel requires a lot of enthusiasm, in-depth knowledge of the company and its stakeholders’ demands, the ability to source candidates, and negotiation competence to be an effective recruiter. Well, this partnership only thrives in an environment of trust, enabling the team to effectively leverage the recruiter’s expertise, ensuring alignment with the broader business objectives. Cultivating trust is fundamental in achieving a cohesive, well-functioning partnership and driving a team’s effectiveness and performance.
Setting Realistic Expectations for Recruiters
Another crucial aspect involves working closely with recruiters to set achievable expectations. As estimated by the Manufacturing Institute, it takes an average of 94 days to hire an engineer and 70 days to hire a trained individual in manufacturing. Remember that this process is not a one-off event; instead, it demands regular revisiting and adjusting of these expectations to ascertain they remain aligned with the ever-evolving hiring landscape and the business’s specific needs.
Building Trust & Respect with the Recruiter
Above anything else, building trust with the recruiter as a business partner and showing respect for their professional acumen is paramount. Recruiters are adept professionals who dedicate their working hours to understanding the talent market and identifying the right fit for your organization. This trust should extend to their ability to apprise you of market realities that may differ from your perceptions and expectations. And this results in a win-win situation for everyone: Harvard Business Review outlines that individuals in high-trust organizations report feeling 74% less stressed, 106% more energy at work, and 50% more productive.
Sharing Successes & Setbacks in the Recruitment Process
Finally, as with any other pursuit, sharing all experiences, successes, and failures is critical. Since the COVID-19 pandemic began, 48% of recruiters have reported feeling more stress on the job. At least 100 job seekers apply to each open position, according to 29% of recruiters, as found by JobVite. When a hiring endeavor doesn’t pan out as anticipated, it is a shared setback. On the flip side, successful hiring should be perceived as a mutual achievement.
Are Manufacturing Recruiters the Missing Puzzle Piece for Business Success?
With the fierce competition and stringent deadlines that manufacturing operations adhere to, the last thing any company would wish for is staffing issues to impede production. After all, having a manufacturing recruiter as a trusted business partner in a cross-functional team saves time while paving access to the industry’s top talent.
To close off, Mathew Caldwell, VP of People at Instacart, sums up pretty well the stance that companies should pursue when companies engage with recruiters: “Recruiting should be viewed as a business partner, someone who is critical to the success of the business.”