How to Find the Best Staff | Manufacturing Sector Australia

The manufacturing sector in Australia is a keystone of the nation’s economy, employing a large portion of the workforce. Finding the best staff for this sector is crucial for maintaining productivity and ensuring the smooth operation of manufacturing businesses. In this blog, put together collaboratively by the team at TRS, we will provide comprehensive strategies…

Jul 22, 2024

TRS Resourcing

Understanding the Manufacturing Sector in Australia

Australia’s manufacturing sector is diverse, encompassing industries such as food and beverage production, machinery and equipment, metals and fabricated products, and more. Key roles within this sector include mechanical fitters, boilermakers, production coordinators, and skilled trade assistants. Understanding the unique needs of each sub-sector is essential for effective recruitment.

Crafting an Effective Job Description

A good job description is the key to attracting suitable candidates. When creating a job description, it is essential to outline job responsibilities, required qualifications, and experience. For example, if you need a mechanical fitter with experience in CNC machines, specify that in the job description. Highlight the benefits and perks of the job, such as competitive salaries, health benefits, and career advancement opportunities, to attract top-tier talent looking for long-term career growth. Describe your company culture and values, as candidates are more likely to apply if they align with your organisational culture. Additionally, use relevant keywords such as “mechanical fitters,” “boilermakers,” “production coordinators,” and “skilled trade assistants” to ensure your job postings appear in relevant search results.

Utilising Multiple Recruitment Channels

Reaching a broader pool of candidates requires utilising various recruitment channels. Online job portals like Seek, Indeed, and LinkedIn are excellent platforms for post-job openings, and ensuring your job postings are SEO-optimized will help reach the right audience. Posting to social media platforms such as LinkedIn, Facebook and X to promote job openings and using industry-specific hashtags can enhance visibility. Partnering with others in the industry and attending career and job expos could help establish connections with candidates actively seeking opportunities in the manufacturing sector. Encouraging your current staff to refer qualified and interested job seekers might contribute to expediting the recruitment process and potentially aid in identifying candidates who are an excellent cultural fit.

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Screening and Interviewing Candidates

Effective screening and interviewing are crucial to identifying the best candidates. Using application forms and pre-screening questions can filter out unqualified candidates early, saving time and ensuring focus on the most promising applicants. It is essential to conduct structured interviews with questions tailored to assess the candidate’s skills, experience, and cultural fit, as well as use behavioural questions to understand how they handle real-life scenarios. For technical roles, consider using skill assessments and practical tests to evaluate the candidate’s abilities, such as a welding test for boilermakers or a mechanical test for fitters. Ensure you conduct thorough background checks to verify the candidate’s qualifications, work history, and references, ensuring you hire reliable and trustworthy employees.

Embracing Technology in Recruitment

Leveraging technology can streamline recruitment and help you find the best candidates more efficiently. Using Applicant Tracking Systems (ATS) to manage and track job applications, facilitate communication with candidates, and ensure a smoother recruitment process is beneficial. Implementing Artificial Intelligence (AI) tools to screen resumes, identify top candidates, and eliminate bias in the recruitment process can save time and improve accuracy. Utilising video interview platforms to conduct initial interviews, especially for remote candidates, saves time and allows for a broader reach. Online assessments can evaluate candidates’ skills and competencies, providing a more objective measure of their capabilities.

Retaining Top Talent

Retention is as necessary as recruitment. Offering a competitive salary, including benefits, is essential to attract and retain top talent. By offering opportunities for career development makes employees more likely to want to stay with a company that empowers their professional growth. Additionally, nurturing a positive work environment that promotes teamwork, respect, and open communication, as well as showing recognition to employees for their hard work and contributions, can boost self-esteem and loyalty.

Building a Strong Employer Brand

A healthy and strong employer brand can attract top talent and set your company apart. Highlight your company’s values, mission, and culture on your website and social media channels to help candidates understand what your company stands for. Sharing testimonials from current employees about their experiences at your company provides potential candidates with insights into the work environment and culture. Publicising any awards or recognitions your company has received enhances your company’s reputation and credibility. Demonstrating your company’s involvement in community initiatives and social responsibility projects can attract candidates who value corporate social responsibility.