Finding Maintenance Talent - Fast. An Antidote to Overwhelm

Are you tired of the same conversations surrounding the same ideas that, unfortunately, create a never ending loop of the same understaffing problems? Are you (finally) ready to enhance your plant's working environment, productivity, and overall success by filling in your talent gaps?

There is a way….

In this week’s article, I'm going to explain how to quickly acquire top-notch talent for your manufacturing facility so you can enjoy your job and the people you do it with. By mastering this process, you'll boost productivity, improve workplace morale, and achieve the operational excellence you've been striving for.

Imagine having a team of skilled maintenance technicians, electrical experts, and experienced leaders at your fingertips, ready to tackle any challenge that comes your way. It is possible and other companies are doing it.

Unfortunately, many plant managers and maintenance leaders still struggle to find and onboard the right talent effectively. Why?

Misconceptions about readily available talent might be holding you back

?? Concerns about the loss of institutional or internal knowledge

??The assumption that contract workers won't be as committed to the company

??Worries about hurting the morale of permanent staff

??The belief that contract workers won't understand your specific equipment or processes

??The perception that contract talent is too expensive

But don't worry – I'm about to show you how to overcome these obstacles and transform your maintenance operations with a new source of quality available talent.

Step 1: Embrace the power of specialized partners

When your internal process hits repeated dead ends, partnering with a maintenance-focused talent agency is a great way to break through. These firms have deep networks of vetted, highly skilled professionals ready to hit the ground running. By tapping into their expertise, you'll dramatically cut time-to-hire and ensure you're getting access to people that aren’t available on the open market.

For example, when one of our clients came to us with a site that was understaffed by 8 people for nearly a year, their maintenance manager hadn’t had a single Saturday off since starting 6 month earlier! We were able to fill their gaps within 60 days flat. Our new client’s. Our contract resources saved the internal team from significant turnover and ensured their processes were dialed in for an upcoming primary client audit. To make things even better, several of their contract resources were converted to full time employment within the first 4 months.

Step 2: Leverage contractors' diverse experience to improve your processes

Don't fall into the trap of thinking contractors won't understand your specific equipment or processes. In fact, their diverse experience can be a significant asset. When defining your needs, emphasize both the technical skills required and the opportunity for the contractor to contribute & implement fresh ideas and outside perspectives.

One of our clients provided us a list of all equipment & OEMs within their facility. We were able to utilize this list to ensure every resource had sufficient equipment experience to reduce PM debt within their first week.

Step 3: Foster commitment through integration and clear expectations

Here's where you start to see the real value of contract talent. By treating contractors as valuable team members and setting clear expectations, you'll create a culture of commitment that rivals or exceeds that of permanent staff.

We like to co-develop a comprehensive & concise orientation program that covers site specific requirements and emphasizes your company's values and goals. Many times, you can establish terms to convert your contract resources to full time team members - giving you the opportunity & fill short term needs with long term upside.

Step 4: Implement knowledge transfer systems to retain institutional knowledge

Address the concern of losing institutional knowledge head-on by implementing consistent knowledge management practices. This prevents the loss of critical information while enhancing your overall maintenance operations.

By actively developing & maintaining a digital knowledge base your blended team will have the resources to document processes, troubleshooting steps, and equipment quirks. By scheduling regular knowledge-sharing sessions you’ll capture the experience your contract staff has acquired from their engagements.

Step 5: Use contract talent to boost permanent staff morale

Contrary to the fear that bringing in contractors will hurt morale, strategic use of contract will can significantly improve the working environment for your current team. Contractors can alleviate overtime pressures, add specialized skills for complex projects and provide fresh perspectives that break through recurring sticking points.

When “trying harder” doesn’t work, it’s time to “try different.”

By shaking up your talent process with competent contractors, you'll find maintenance talent fast and create an environment where both permanent and contract workers thrive. This approach leads to:

1. Cost-effective staffing solutions that provide flexibility and specialized skills

2. Improved processes and efficiency by leveraging diverse experience

3. A committed workforce, regardless of employment status

4. Enhanced institutional knowledge through effective knowledge transfer

5. Boost morale by removing strain and obsessive overtime

Remember, bringing in top-tier contract talent isn't just about filling gaps – it's about elevating your entire maintenance operation. By partnering with the right talent firm and following this strategic approach, you'll transform overwhelm into a powerful driver of success.

Ready to revolutionize your maintenance team? Take the first step today by reaching out to a specialized staffing partner and start experiencing the benefits of fast, flexible, and highly skilled contract talent. Don't let misconceptions hold you back from achieving manufacturing excellence.

Whenever you're ready, there are 3 ways I can help you:

1. Manufacturing Talent Mastery Newsletters: Join a network of over 1,000 industrial leaders and learn how to dominate every phase of the engagement cycle with our weekly tips & tactics.

2. Talent Assessment: If you have a maintenance team that’s short on talent - or just not running as well as it could, our FREE Competitive Market Analysis uncovers the precise market positioning required to attract and retain experienced talent.

3. 5 Pillars: If you're eager to further explore how winning teams are attacking the talent market, I invite you to explore our in-depth research on "The 5-Stage Industrial Talent Attraction Formula." Download our FREE guide and discover the exact blueprint for building a High-Performing team… the right way.

Chris Pepin is the founder of Progressive Reliability, a manufacturing talent & consulting firm. Prior to ProReli, he served as the Founder & Managing Partner at Magnanimous Consulting, where he built & stabilized teams for mid to late-stage venture-backed data & analytics software companies. Chris initially acquired his passion for talent & consulting as the Lead business developer for The HCI Group, a healthcare company he helped place as #3 on the INC5000 list of fastest-growing companies in the U.S.

Chris graduated from Florida State University with a BS in Business Administration, with a focus on Entrepreneurship. He serves as a College of Business mentor at his alma mater, and also mentors youth through his involvement in Big Brothers Big Sisters of America. Progressive Reliability is a proud supporter of veterans through K9s for Warriors and Chris is a former board member of Operation New Uniform.