Efficient Plant February 2020 - 32

column | workforce strategies

Develop a
Recruitment
Strategy
Jon Sillerud
Uponor North America

W

ITH MANY fresh-faced
graduates entering the
workforce for the first
time and older generations staying in
the workforce longer, we are experiencing the most diverse pool of potential candidates in our history. The trick
is to discover what motivates them.
Take time to talk with your current
workforce. Find out what drives them
to stay productive and engaged in their
jobs. This will give you incredible insight
into what potential employees might find
attractive in a new position. While pay
is important, it's not always what tips
the scale in your favor when there are so
many opportunities.
Some candidates are looking for
more than just a paycheck. Job flexibility,
internal mobility, training, personal
development, education assistance,
strong benefits, and plain-and-simple
fun on the job are some perks that may
attract a quality candidate.
Find out what the majority of your
workers enjoy about their jobs, department, or company, and focus on one
or two key areas when marketing open
positions to potential candidates.

TRANSFERABLE TALENTS
Today's diverse and fluid job market requires a
very different recruitment strategy.

+

For more about workforce development
strategies and techniques, watch our new
webinar, presented by Jon Sillerud. You can
view the presentation at
efficientplantmag.com/2001uponor.

32

| EFFICIENTPLANTMAG.COM	

EP2002workforce.indd 32

If your manufacturing business is
struggling to find candidates, look in
completely new areas of the marketplace. Retail, education, and hospitality can have high turnover. These
people often possess a range of skills
that are transferable to any position.
Problem solving, critical thinking,
creativity, emotional intelligence,
and strong decision-making skills are
innate in human beings and nearly
impossible to train, while technical

skills can always be learned by the
average engaged worker.
With this strategy, however, it is critical to provide a quality experience for
new-employee training and retention.
Without a plan in place to guide and
engage these candidates from outside
your area of expertise, you will lose them
before you have a chance to get started.

BRAND REPUTATION
A strong, desirable brand is often the
driving force for many jobseekers
who want a career with a company
in which they can believe. One way
companies are building their brands
is through a strong mission that can
appeal to a diverse group. While the
workforce is made up of young adults
in their late teens and early 20s to
baby boomers in their 60s and 70s,
people can still get behind an idea
about which they feel strongly.
If your business is in the plumbing
industry, for example, think about a
mission involving water conservation.
Work in manufacturing areas? Focus
on changing society's perception of
blue-collar work. How about technology? Focus on STEM education (science,
technology, engineering, and math).
No matter which strategy you choose,
it's important to get started as soon as
possible. Gather your resources and
get moving toward building a strong
workforce, so your company can be in
the best position to win. EP

Jon Sillerud is Vice President,
Operations, for Uponor North America,
Apple Valley, MN (uponor.com). Reach
him at jon.sillerud@uponor.com.

FEBRUARY 2020

1/28/20 5:57 PM


http://www.efficientplantmag.com/2001uponor http://www.uponor.com http://www.EFFICIENTPLANTMAG.COM

Efficient Plant February 2020

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