The Reality of Industrial Recruitment Edition 3 (Why You Are Suffering)

To the leaders, Innovators, and Drivers of The Industrial Talent Community,

As we finalize our massive 3 part series on “The Reality of Industrial Recruitment,” we’re ready to nail down the final 9 issues that are standing between you and the new members of your ideal team.

These points, while varied, share a common thread: the necessity for adaptability, foresight, and a deep understanding of the talent market.

Neglecting the Global Talent Pool: In an increasingly connected & transient world, missing out on international talent is becoming a major issue. The complexities of relocation and visa sponsorship are manageable hurdles when weighed against the array of diverse skills and perspectives that global talent can bring to your site. International sponsorship also creates a significant advantage for acquiring high-value skills within limited budgets.

Underestimating the Importance of Job Descriptions: Your job description is often the first impression potential candidates have of your organization. A vague or uninspiring job description not only fails to attract top talent but may also deter the right people from applying. If you’re failing to attract enough applicants, you'll want to ensure your job description reads more like a company advertisement and less like an RFP.

Not Offering Continuous Learning Opportunities: The best talent seeks environments where growth is supported AND encouraged. Highlighting continuous learning and professional development in your value proposition will significantly enhance your appeal to prospective candidates. Take an inventory of EVERY growth action you apply to your team each year & be sure it’s added to your value proposition.

Inadequate Onboarding Processes: The onboarding phase is THE period where you set the pace for new hire engagement and long-term retention. A structured and welcoming onboarding process is your first opportunity to affirm the new employee's decision to join your team.

Lack of Competitive Intelligence: Staying up to date with industry salary benchmarks and benefits packages is something you can no longer afford to neglect. An offer that falls below market standards repels top candidates, so be sure you have enough competitive intelligence to make compelling offers that are hard to refuse. Remember - this isn’t about having the highest number, it’s about having the most competitive opportunity across ALL factors involved in a career path decision.

Failure to Adapt to Changing Candidate Expectations: The workforce's expectations are evolving, particularly regarding corporate culture, social responsibility, and work-life balance. An organization that adapts to these expectations positions itself as an attractive employer in a competitive market.

Ineffective Social Media Strategy: Social media is not just a platform for socializing; it's an active space where potential candidates explore and evaluate future employers long before ever engaging. An ineffective or absent social media strategy will significantly diminish your visibility to the talent you seek. Put another way, your social media strategy should provide the information and vision someone would need to have in order to believe that you are holding the keys to their “dream job.”

Neglecting Alumni and Boomerang Employees: Former employees, especially those who left on good terms, represent a pool of candidates who are familiar with your company's culture and processes. Overlooking the potential of rehiring alumni is a missed opportunity to reintegrate proven talent with minimal ramp-up time.

Inadequate Crisis Management: The ability to adapt recruitment strategies in response to external crises (public health issues, economic shifts, market shifts or company PR issues) shows tremendous foresight. Effective crisis management ensures that your recruitment efforts remain robust, even in the face of unexpected challenges.

As we conclude this series, our hope is that these insights will serve as a “not to do list” which will ensure your recruitment methods are aligned with the evolution of industrial talent acquisition. The journey doesn't end here; as we’re all on a continuous path of learning, adapting, and thriving in a market that rewards those who are proactive, thoughtful, and strategic in their approach.

Let's continue to push against assumptions, challenge “the way it’s always been done”, and build a future where our industry leads the way in attracting, nurturing, and retaining the extraordinary people who will drive our industry forward.

We’re excited to share everything we know and encourage you to leverage our insights, experience, and commitment to industrial talent mastery. Together, we can shape a future that is productive & resilient.

Thank you for reading, we're excited about the possibilities that lie ahead and are committed to being a partner in your talent journey.

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."

Inside, we’ve built a comprehensive blueprint for assembling & maintaining a high-performance team that aligns with your vision and goals. It’s a valuable resource that’s taken 5 years to develop; get your copy today and join us on the journey toward hiring excellence!

About Chris Pepin

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.