Staffing - Feature Sample

STAFFING

Staffing

Long an issue for manufacturing, staffing continues to bedevil many companies. This feature focuses on the folks who have to address the challenges. It includes comments from 11 manufacturers as well as those from AI, which also “authored” the editorial. Four recruiters (three also in the Sector Update) provide their perspectives, and there’s a piece on mentoring women in the field, and one company’s approach to recruiting.

The industry ultimately depends on people: so now what?

Below, representatives from ferrous and electrical wire manufacturers discuss various aspects of staffing, a topic that should feel quite familiar to readers. A factory is not an easy sell, especially to young candidates who have more options as well as higher expectations. Here’s what some companies are doing.

WJI: In terms of production staffers, what is the bigger challenge: finding new hires or retaining them?

Excluding tradespeople, our most significant production challenge has been retaining talent due to multiple factors. One is rising wages as we are up against other companies that are willing to pay higher and higher salaries to secure top talent. A second is that today’s workforce tends to be more mobile and changes jobs more frequently than previous generations. A third is that employees today are also motivated by opportunities for personal and professional growth. If they feel that they have limited opportunities for skill development or career advancement, they may be more likely to seek employment elsewhere. Paul From, president, Central Wire.

Finding new hires is hardest. Once we have a teammate on board for 30 days, they usually stick for years. We have

great pay and rich benefits and we treat people like family – we have very long tenure. Our problem is finding new talent to handle our surging growth. Marvin Greenblatt, president, Marlin Steel Wire Products LL.

Both sides have their unique shortcomings. If you can find people that want to come to work every day on time, as well as show interest in the job being presented to them, the challenge is having them come back the next day. We work with numerous agencies to find people who either have experience or are willing to be trained. The goal is to have them become a part of the JMWC culture. Both sides are equally challenging. Dave Fisher, president, James Monroe Wire & Cable.

Finding new hires is the bigger challenge but retaining them past the first few months is equally challenging. Andy Talbot, vice president/general manager, Mid-South Wire.

Hiring was a big challenge in 2022, there were no options. No one was applying, so we had to recruit heavily. Jerry Evans, operations manager, SDI LaFarga COPPERWORKS.

We seem to be able to find people to hire, not within the industry, but not many of them end up staying in this line of work. Mikala Davis, office manager & procurement, Hueson Wire & Cable.

Finding reliable hires, that want to work and can show up on time. Bob Swanson, Jr., president, United Wire Company.

We receive numerous applications; however, many candidates are unresponsive to call backs. Applicants that last through the 90-day probation period tend to stay on. We have commitment challenges with new entry level production employees. Paula McDaniel, HR director, Minnesota Wire.

Both. The new hires that we manage to reach are difficult to retain, and turnover has risen in labor people who have less than three months with us. José Antonio Muraira, HR director, Viakable.

WJI: How do you find new employees to operate equipment and work on the shop floor? Do you network/partner with organizations in your local region?

We use a combination of traditional and innovative approaches as well as collaborations with local organizations. We use online job boards that reach a large audience of potential candidates and allow us to closely vet each applicant. We also recognize the value of taking calculated risks, even if someone does not have an extensive background in manufacturing. We network and partner with local organizations, such as the Excellence in Manufacturing Consortium (EMC) for regional manufacturers, which helps us stay informed about industry trends, share best practices, and connect with potential candidates. Finally, we also get some applications from community employment service groups that help local job seekers. They often work with a diverse pool of candidates, including those who may have faced barriers to employment or are seeking new opportunities in the manufacturing sector. Paul From, Central Wire.

Interview best practices: it’s up to the company to do it right

Peter Carino, the principal of Wire Resources, Inc., who has 41 years of experience in wire and cable recruiting, has participated in multiple WJI features. Below, he focuses on one aspect of staffing that he believes often does not get the proper attention: the interview. He can be contacted at tel. 203-622-3000, pcarino@wireresources.com or at linkedin.com/in/petercarino1.

After arranging thousands of interviews for management positions in the wire and cable industry, I’ve found that creating the right interview atmosphere is paramount to obtaining the most revealing exchange of information with a potential new hire. The onus is on the employer to set the stage for this to take place.

Everyone enters an interview on their best behavior. As an employer, your initial goal should be to establish an environment that facilitates frank discussion and brutal honesty. Both parties should feel able to answer one another’s questions candidly rather than feeling obligated to provide the “correct” response. Candor will give both company and candidate real insight to the decision-making information they both seek. If you can achieve this setting, it will result in a deeper understanding for both.

Companies tend to interview with a mindset of What does this person offer us? Questions are crafted to reveal the candidate’s strengths and needs, but this information holds no weight if the responses brought forth are canned.

To invite honesty, the employer should initiate the discussion as a two-way street, a give and take. Beginning the interview with a brief company elevator pitch is a good way to start. Describe your company culture. Where does the company want to go? What’s the plan to get there? Transparency and truth should be the goal so that if the

person is hired, the likelihood of any “surprises” is dramatically reduced.

As the interview progresses, employers typically seek to reveal the candidate’s perception of their own needs, asking questions like, What do you require to improve or develop going forward? A sincere answer can be critical but is more likely to be obtained if the employer goes first. Initiating the conversation by telling a candidate what your company needs to do better and how they’re working towards it will elicit a more genuine response. It all comes back to creating an environment that invites a totally candid discussion.

At the conclusion of the interview, tell the candidate to take some time to reflect on the conversation and reach out with any questions they may have. Giving them time to process the discussion will make for a more meaningful follow-up. Don’t worry, your phone won’t blow up with calls. Most people will send their follow up via email.

Bottom line: If you want to get the most out of the interview process, create an environment in which candidates can be honest. And that’s on you.

Carino

presenting:

WELCOME INNOVATION:

WIRE MILAN CABLE & ITALY

16 OCTOBER 2023

The industry’s latest developments in wire and cable research, engineering, operations, and manufacturing will be presented by field experts at this one-day international technical conference in Italy.

Both ferrous and nonferrous topics will be covered as will best practices, sustainability, safety and many others. Simultaneous translation to English is offered.

Highlights:

• Expert speakers

• Networking

• 40 tabletop exhibits

• Gala dinner at the Palazzo Serbelloni

At the WIRE & CABLE MILAN conference join like-minded delegates to learn wire making advancements you can apply to your operation.

For details visit: www.wirecable23.com

CONFERENCE: PALAZZO GIURECONSULTI GALA DINNER: PALAZZO SERBELLONI

ORGANIZED BY: Ministry of Foreign Affairs and International Cooperation