Knocking Down the Bone Pile: Gold Mitigation for Class 2 Electronics
Punching Out: Your Financial Preparation for a Sale
Nolan's Notes: The Next Killer App in Component Manufacturing
How to Assess Top Talent when Recruiting for Key Manufacturing Roles
April 16, 2018 | Chris Johnson, Paragon Electronics GroupEstimated reading time: 10 minutes
The second stage can then focus more on the ‘softer’ side of things, specifically cultural ‘fit’. You might decide to host an assessment day and invite other heads of department to meet the candidate. Any process you implement should remain two way as it’s important the candidate can use it to assess you as a potential employer as much as you will want to assess them as a potential new employee. This is particularly relevant if you have involved headhunters in the search as you are attempting to attract what appear to be ‘happy’/satisfied employees away from their current workplace.
There should be a clear plan laid out for the day and this will need communicating to the candidate. Again, you will want to tailor the assessment day to your own business, but some logical steps may include:
- An initial meeting with the board of directors.
- A tour of the factory so that the candidate can really visualize exactly what you do, the processes involved and how internal departments link and work together.
- A series of one-to-one sessions with other department heads followed by a collective get together over lunch.
- A debrief session between the department heads and the board of directors to feedback on their thoughts so far and what they have learned. This could take place in tandem with the candidate putting their own thoughts together on what they have learned so far about the company and culture.
- A summary meeting between the candidate and board of directors which can be used to raise and answer any questions either party may have.
Go, No Go?
Now it’s decision time! If you like what you have seen and heard, and you are confident that the candidate is technically competent in carrying out the role, then chances are you will be looking to make an offer. Typically, this will involve you working in conjunction with the headhunter to help support and negotiate the final remuneration package and start date.
If, however, your decision is not to proceed then quite often the headhunter will feed this back to the candidate on your behalf. It’s important at this stage to take stock and review. It’s certainly a brave decision to say no to a candidate, particularly if the process has taken place over a long period of time. The momentum can build quickly, but while it might be hard to say no, if your process is robust enough it should fail ‘safe’. And remember, there’s never the right time to employ the wrong person!
If there are no changes that need making to the person specification or the job description, then a decent headhunter should offer to run the search again for you free of charge. If minor tweaks are needed, there may be additional fees, although you would hope that these would be offered at a discounted rate to you.
Hopefully, this article has highlighted a number of ways in which you can attract top talent to your company and how best to then assess the candidates you find in front of you. The process itself can be complex, time-consuming and expensive. But failing to put in place robust ‘checks and balances’ up front and taking on a new hire that turns out to be bad for your business is worse. Much worse.
This article originally appeared on the JJS Manufacturing blog, which can be found here.
Page 3 of 3Share on:
Suggested Items
Electronic Components Market Update
10/04/2018 | Daniella Baldock, JJS ManufacturingUnfortunately, there is still no end in sight to the electronic component shortage, and some lead-times are being quoted with 2019 and even 2020 delivery dates! So if you are working with an EMS provider, it remains vital that you communicate and share forecast information with them. You may also want to start looking at the option of fitting, or designing in, smaller components to your PCB assemblies.
What SMT Component Shortages Mean for Design and Manufacturing Engineers
09/13/2018 | Russell Poppe, JJS ManufacturingMuch has been written about the increasing shortages of electronic components such as MLCCs, chip resistors and other semiconductor devices. And the manufacturing industry is now seeing price increases and greatly extended lead times. It seems the situation is likely to get rapidly worse rather than better. What can we do? Read on.
5 Supply Chain Questions to Ask Your Assembly Partner
08/16/2018 | Neil Sharp, JJS ManufacturingA key question for any OEM who may be considering outsourcing production is whether to maintain its existing supply chain or to hand those crucial purchasing decisions over to its assembly partner. This article highlights five questions to ask a potential assembly partner before handing over the responsibility for your supply chain management.
How Investment in Staff Well-Being Impacts Manufacturing Productivity
08/09/2018 | Sue Poole, JJS ManufacturingAs manufacturers seek to address the challenges of increasing efficiency, there's a greater emphasis on the value of high-performance working practices such as Lean manufacturing. But the emphasis on continual quality improvement processes can also have an indirect effect on employee health and well-being. Here's why manufacturers should invest in the well-being of its employees.
Overcoming Growth Challenges
07/19/2018 | Neil Sharp, JJS ManufacturingGrowth is usually seen by manufacturers as a good thing—a sign of success and a result of hard work. But if this growth isn’t planned for, or the manufacturer can’t react in time, growth can cause the same devastating results as if the business was in decline. This article looks at seven common areas that can cause manufacturers a headache when their business is growing, along with solutions to help ease the pain.