Blog

My Ten Commandments for Attracting Top Engineers

Attracting and Hiring high performing engineers involves showcasing not only the technical challenges but what I consider the commandments for attracting top talent.

1. Offer Competitive Compensation: Goes without saying, right? Offering competitive pay along with perks like stock options, bonuses, and health benefits aren’t just attractive…they’re critical.

2. Highlight Interesting Projects: Highlight challenging and innovative projects you’ve successfully completed. Hook them by detailing the exciting + technical challenges they’ll get to solve. Show them your magic and what they’ll be able to tackle once they join your company.

3. Emphasize Learning and Growth Opportunities: It’s all about their future and how they’ll grow. Have a plan and provide details for skills development, training, mentorship, and career advancement.

4. Promote a Positive Work Culture: Emphasize what you and your colleagues like about the company. Highlight the aspects that make your organization unique. Taco Tuesdays!

5. Flexible Work Arrangements: Get with the times, people! Flexible work arrangements in our post-covid-world aren’t just options anymore. Make work more attractive to engineers who value autonomy and work-life balance.

6. Showcase Technology and Tools: Sell Your Sizzle. What toys will they get to play with?

7. Highlight Company Values and Mission: Help them fill their spiritual buckets. I often here from engineers that they’re motivated by working for companies with a strong mission and values that align with their own. Highlighting your company’s mission and values often make the difference.

8. Provide a Supportive Environment: No one is an island. Top candidates want and need to work in supportive environments. Emphasize your organization’s positives.

9. Offer Opportunities for Leadership and Impact: Here’s another bucket filling opportunity. I often hear that a candidate’s desire to feel like they’re making a meaningful impact with their work.

10. Engage in Active Recruiting: Work with a recruiting firm that specializes in engineers. A firm like, AOI, possesses a deep network of outstanding engineering candidates that you’d never find on your own. This will save your company time, energy, and money.
#HiringCommandments #HireEngineers #EngineersHaveFeelings

 

Lessons from My Favorite Coffee Spot…

My favorite spot for coffee, Hubbard & Cravens Coffee and Tea Company at 49th & Penn has taught me a lot about myself. I’ve learned that I struggle with…SQUIRELL!…concentration.

I like to work remotely a couple times a month. It keeps me on my toes. It teaches me to be adaptable and flexible. It gets loud when there’s a morning rush so I need to focus on concentrating. Sometimes a bagel burns and it gets a little smokey…Focus! I’ve learned to be mindful, and steer my attention back to work whenever I get caught up eavesdropping on a conversation. Happens a lot.

I’ve honed my networking skills over a cup of Joe. I’ve been inspired by the baristas and their time management skills and customer service abilities. Customers aren’t always patient while waiting for their coffee.

Amidst the districations, I’ve become more creative. The communal coffee crowd brings an energy that inspires productivity and ideation. At the same time, I can feel both independent and part of a community doing its best to be productive. These are just some of the reasons why I love my spot for coffee. How about you?

#CoffeeintheMorning #WorkingRemotely #Squirrel!

The state of manufacturing and 2024’s Outlook according to the National Association of Manufacturers – NAM shows continued growth, labor challenges, and a focus on AI. Here are the Key Takeaways from their annual survey,

Key Takeaways:

1. 66% of their members hold a positive outlook for 2024!

2. Workforce and Recruiting Top Talent is the #1 challenge.

3. Industry sees $210 billion in new facility construction thanks to EV’s + batteries, general reshoring, and semiconductors.

4. Biggest risks to the manufacturing industry include, geopolitical turmoil, slow global economic growth, increased costs on both labor and materials.

Summary: Manufacturing is strong in the US. Huge investments are being made domestically. Top Talent is desperately needed by organizations. It’s a great industry to build your career.

See article:  https://nam.org/whats-ahead-for-manufacturing-in-2024-30065/?stream=business-operations
#USManufacturing #2024Outlook

Confession Time: We’ve All Developed Recruiting Bad Habits We’re Not Proud Of!

This is my dog Russell. He picked up smoking during Covid.

Let’s face it, – recruiting isn’t all rainbows and unicorns! Sometimes, we fall prey to bad habits. But fear not, for we’re all in this together! Here are a few of those habits we’ve all been guilty of at some point:

‘Quick Draw’ Syndrome: Ever find yourself jumping the gun and hiring the first candidate who walks through the door? Slow down, Susan! Take the time to vet your options and find the perfect match.

The ‘Echo Chamber’ Effect: When your hiring team starts to sound like a broken record, it might be time to shake things up! Embrace diversity of thought and avoid falling into the trap of groupthink.

The ‘Resume Rummager’: Spending hours scouring through resumes like a detective on a case? Guilty as charged! Streamline your process, focus on what matters most, and resist the urge to get lost in the resume abyss.

The ‘Halo Effect’ Trap: When one shining quality blinds you to a candidate’s flaws, you might be caught in the halo effect trap! Stay objective, dig deeper, and remember that nobody’s perfect.

The ‘One Size Fits All’ Approach:  Trying to fit every candidate into the same mold? Time to break free from the cookie-cutter approach! Tailor your recruitment strategy to each individual and watch those top talents flock to your doorstep.

Hey, nobody said recruiting was easy, but by acknowledging our bad habits and striving to do better, we can elevate our game and build dream teams that stand the test of time! #RecruitingConfessions #InterviewingBadHabits

Why do manufacturing companies often find it challenging to recruit top engineering talent? Let’s dive into the intricacies:

Specialized Skillsets: Engineering roles in manufacturing demand specific technical expertise, often requiring a blend of mechanical, electrical, and industrial knowledge. Finding candidates with the right mix can be like searching for a needle in a haystack.

Competitive Landscape: With the global push for innovation, manufacturing firms are in constant competition for skilled engineers. Tech giants, startups, and other industries lure talent with enticing offers, making it difficult for manufacturing companies to stand out.

Evolving Technologies: The manufacturing sector is evolving rapidly, embracing automation, AI, and IoT. Engineers need to stay ahead of these technological advancements, requiring continuous learning and upskilling, which poses recruitment challenges for companies.

Mismatched Expectations: Engineers often seek roles that offer not only competitive compensation but also opportunities for career growth, meaningful projects, and a positive work environment. Aligning these expectations with what manufacturing companies can offer can be tricky.

Geographical Limitations: Manufacturing facilities are often located in specific regions, which may not always be attractive to engineering talent. This geographical constraint further narrows the pool of available candidates.

Lack of Brand Visibility: Unlike tech companies or consumer brands, manufacturing firms may not have the same level of brand recognition, making it challenging to attract top talent, especially among younger engineers who are drawn to well-known employers.

Aging Workforce: As experienced engineers retire, there’s a growing gap in knowledge transfer and succession planning within manufacturing companies. Recruiting younger talent to fill these roles while ensuring continuity can be a daunting task.

To address these challenges, manufacturing companies must adopt innovative recruitment strategies, cultivate strong employer brands, invest in training and development programs, and leverage partnerships with specialized recruiting firms like ours. Together, we can navigate these challenges and build robust engineering teams to drive success in the manufacturing sector. Need some help?

 

🚗 Looking to recruit top-tier engineers for your automotive manufacturing team? Here are some tips to attract the best talent:

1️⃣ Define Your Needs: Clearly outline the specific skills, experience, and qualifications you’re seeking in automotive engineers. Are you looking for experts in electric vehicles, autonomous driving, or traditional automotive manufacturing?

2️⃣ Showcase Exciting Projects: Highlight the innovative projects and technologies your team is working on. Engineers are drawn to opportunities where they can make a meaningful impact and contribute to cutting-edge advancements in the automotive industry.

3️⃣ Leverage Industry Networks: Tap into professional networks, industry associations, and automotive engineering forums to connect with potential candidates. Engage with online communities and attend industry events to expand your talent pool.

4️⃣ Offer Competitive Benefits: Beyond competitive salaries, consider offering perks like flexible work arrangements, professional development opportunities, and comprehensive benefits packages to attract top talent and retain them long-term.

5️⃣ Emphasize Career Growth: Outline the opportunities for career growth and advancement within your organization. Engineers are motivated by opportunities to develop new skills, take on leadership roles, and pursue their long-term career goals.

6️⃣ Showcase Your Company Culture: Highlight your company’s values, mission, and culture to attract candidates who align with your organization’s ethos. A strong cultural fit leads to greater job satisfaction and long-term retention.

7️⃣ Provide a Positive Candidate Experience: From the initial application process to the final interview stage, ensure that candidates have a positive experience interacting with your team. Prompt communication, transparency, and professionalism are key.

Ready to build a world-class automotive engineering team? Let’s connect and discuss how we can collaborate to recruit the best talent in the industry! 🌟 #AutomotiveEngineering #Recruitment #EngineeringTalent #AutomotiveManufacturing

The Manufacturing Multiplier: Why Great Managers Drive Success in Production

Executive Summary

In the competitive world of manufacturing, efficiency and quality are paramount. While technology and automation play a crucial role, the human factor remains a critical differentiator. This white paper explores the undeniable impact of strong leadership on the success of manufacturing operations. It argues that investing in hiring and developing great managers is the most effective strategy for manufacturers to optimize production, build a high-performing workforce, and achieve sustainable growth.

The Unique Challenges of Manufacturing Leadership

Manufacturing environments present specific leadership challenges:

• Meeting Production Targets: Pressure to consistently deliver high volumes of high-quality products within tight deadlines demands managers who can effectively plan, delegate, and motivate their teams.

• Safety and Compliance: Manufacturing facilities often involve complex machinery and hazardous materials. Strong leadership is essential for ensuring adherence to safety protocols and regulatory compliance.

• Technical Expertise and Skill Development: Manufacturing managers need to understand both the technical aspects of production processes and the skills required of their team members.

• Building a Positive Work Environment: Manufacturing jobs can be physically demanding and repetitive. Effective managers create a work culture that fosters engagement, reduces turnover, and attracts skilled talent.

The Manufacturing Multiplier Effect of Great Management

Great managers in manufacturing settings deliver a cascading effect of positive outcomes:

• Increased Efficiency and Productivity: Strong leadership optimizes workflow, promotes problem-solving at the team level, and fosters a culture of continuous improvement, leading to significant gains in efficiency and output.

• Enhanced Quality Control: Effective managers instill a quality-conscious mindset in their teams. They empower them to identify and address potential quality issues proactively, minimizing rework and scrap rates.

• Improved Safety Performance: Great managers prioritize safety by creating a culture of awareness, enforcing safety protocols, and providing regular training. This leads to fewer accidents and a safer work environment for all.

• Reduced Turnover and Increased Engagement: Respectful, supportive leadership fosters employee engagement and loyalty. This reduces turnover, which is a significant cost factor in manufacturing due to the need for training replacements.

• Innovation and Problem-Solving: Great managers create an environment where employees feel empowered to share ideas and contribute to process improvements. This fosters a culture of innovation, leading to more efficient production methods and improved product quality.

Building a Manufacturing Leadership Pipeline

Investing in the development of strong leadership within your manufacturing organization is key:

• Identify High-Potential Employees: Look for individuals who demonstrate leadership qualities, a strong work ethic, and a commitment to safety and quality.

• Leadership Development Programs: Provide targeted training programs to hone managerial skills such as communication, delegation, conflict resolution, and problem-solving.

• Mentorship Opportunities: Pair experienced managers with high-potential employees to provide guidance and support.

• Rotation Programs: Cross-functional rotation programs expose potential leaders to different areas of the manufacturing process, broadening their understanding and leadership capabilities.

Conclusion

In today’s competitive landscape, exceptional managers are the cornerstone of a successful manufacturing operation. By strategically investing in hiring and developing strong leadership, manufacturers can optimize production efficiency, ensure safety, cultivate a highly skilled workforce, and achieve sustainable growth. The choice is clear: prioritize great managers, and unlock the full potential of your manufacturing operation.

We’re at team of recruiters that focus on the manufacturing industry.  We help organizations find, recruit and hire engineers, controllers, plant managers, and executives.  317-313-7653 // www.aoitoday.com

 

People Don’t Quit Companies…They Quit Bad Managers.

Why Hiring Good Managers is the Key to Unlocking Your Company’s Potential

In today’s competitive landscape, attracting and retaining top talent is crucial for any organization’s success. But what many companies fail to realize is that the key to unlocking this potential often lies not with the individual contributors they hire, but with the managers they place at the helm.

Good managers are the bridge between company strategy and individual execution. They wear multiple hats: motivators, coaches, strategists, and problem-solvers. They not only ensure tasks are completed, but also foster a positive and productive work environment that empowers employees to thrive.

Here’s why investing in hiring good managers should be a top priority:
Boost Employee Engagement and Retention: Studies show that employees leave bad managers, not bad companies. Good managers build trust, provide clear direction, and offer opportunities for growth. This leads to higher levels of employee engagement and satisfaction, ultimately reducing turnover and its associated costs.

Unlock Individual and Team Potential: Great managers have the unique ability to identify and nurture individual strengths. They delegate effectively, provide constructive feedback, and create a culture of learning and development. This allows individuals to excel in their roles and teams to achieve their full potential.

Drive Innovation and Performance: Good managers are strategic thinkers who can translate company goals into actionable plans for their teams. They inspire creativity, encourage problem-solving, and hold their teams accountable for achieving results. This translates to a more innovative and high-performing organization.

Improve Company Culture: Managers set the tone for their teams. Good managers foster a culture of respect, collaboration, and open communication. This positive environment leads to better decision-making, stronger relationships, and ultimately, a more successful company.
The bottom line: Hiring good managers is not just an expense, it’s an investment. It’s an investment in your most valuable asset – your people – and in the future success of your organization. Make sure you prioritize finding and retaining the best leaders you can, and watch your company thrive.

#ExecutiveSearch #HireManagers #GoodManagers #HumanCapital #CorporateCulture

 

2024 Employment and Hiring Predictions (My humble thoughts)

What will be your organization’s most pressing hiring challenges in 2024?  Who knows.  But, I’ve prepared a list of some strong contenders based on current trends.  Here are my humble predictions.

Skills Shortage: The gap between available talent and required skills is expected to widen further. Specific areas like cyber security, data science, AI, and renewable energy will witness even fiercer competition for qualified candidates.  Have kids in college?  Recommend careers in these fields.

Candidate Expectations vs. Company Realities: As the Great Resignation continues, candidates will prioritize factors like work-life balance, mental health support, and remote work options. Companies that fail to offer competitive benefits and flexibility might struggle to attract and retain top talent.

The Growing Importance of Soft Skills: Technical skills remain crucial, but soft skills like communication, collaboration, and adaptability are gaining even greater importance. Building diverse teams with strong soft skills will be vital for navigating complex business environments.

Economic Uncertainty: Potential economic fluctuations could lead to hiring freezes or slower hiring processes, adding additional challenges to the talent acquisition landscape. Companies will need to be adaptable and resourceful in attracting and retaining talent during an uncertain economic climate.

AI in Recruitment: While AI-powered recruitment tools offer promising solutions, ethical considerations and potential biases need to be addressed. Companies will need to implement these tools responsibly and prioritize human oversight to ensure fair and inclusive hiring practices.

These are my thoughts and predictions.  I’d love to hear from you.