Hueman RPO Blog

With the advent of automation, 3-D printing, robotics, and data science, the candidates of today’s manufacturing industry are changing. The competition for qualified, specialized manufacturing talent has become the most prominent challenge facing companies today. The NAM Manufacturer’s Outlook Survey for the fourth quarter of 2021 found that 82% of manufacturing companies struggled to find qualified candidates for open positions.

The first step in developing a strong recruitment process is defining the actual need for talent. Identifying recruitment needs helps align recruitment efforts and ultimately guides recruiters and hiring managers to find the most qualified candidate for the position.

We compiled a list of critical questions to define your need to hire to start targeting candidates that fit your requirements, values, and culture.

Here’s a tongue twister: if recruiters can’t find recruiters, how will recruiters get recruited to recruit? Lately, “now hiring” signs have become an all too familiar sight on any excursion to brick and mortar businesses. A scroll through your LinkedIn feed will present the same information: everyone is hiring. 

Agility, adaptability, and a little thing called grit, a.k.a a starter pack of the necessary traits needed in a Chief Human Resource Officer (CHRO) role.

Talent acquisition (TA) differs from recruitment. Talent Acquisition is a long-term, continuous strategy to acquire top talent for your company vs. recruitment where you are filling short-term vacancies with active candidates. To have the best TA strategy, you must possess a good understanding of how talent acquisition operates—and why it matters.