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Australia\u2019s manufacturing and engineering skills shortage is no secret, yet, the need for dedicated labour is far from decreasing.<\/p>\n
In fact, the Australian Bureau of Statistics reported an increase in manufacturing positions<\/a> by almost 50,000 in the year leading up to May 2018. That\u2019s a substantial number given these sectors continue to struggle to find, recruit and retain good people.<\/p>\n With that in mind, there are actions organisations and hiring managers can undertake to combat the skills shortage and cultivate strategic recruitment practices.<\/p>\n Recognise and Leverage Transferrable Skills<\/strong><\/p>\n Combine a good level of enthusiasm with a genuine willingness to contribute, and candidates from other sectors often possess transferable skills that can easily be integrated into an unknown industry. In other words, it pays to keep an open mind as well as look out for the kinds of attributes that trump skillsets<\/a>.<\/p>\n With that in mind, recognise that not everyone has the desire to progress further than the role they have been assigned to, and that\u2019s ok \u2013 good people at all levels of the food chain should be respected and valued regardless of their job responsibilities.<\/p>\n Remunerate Competitively<\/strong><\/p>\n While some organisations are reluctant to pay competitive wages, such a gesture is marginal compared with the astronomical costs associated with a fragmented and frequent turnover<\/a>. Summed up, if companies remunerate, not only fairly but also competitively, the likelihood of attracting and retaining good quality candidates in an ever-competitive market will inevitably be higher.<\/p>\n Don\u2019t Judge A Book By Its Cover<\/strong><\/p>\n This age-old parable applies quite literally when it comes to recruiting for the manufacturing and engineering sectors. Some of the best candidates may not be entirely computer savvy, and while you may come across CVs that could do with a makeover, often they are contrary to the actual individual in person.<\/p>\n Screen, Screen, Screen!<\/strong><\/p>\n The above point is precisely why it pays to telephone screen. You can gauge a lot in a five or ten-minute phone conversation that you wouldn\u2019t necessarily observe from a CV only. Telephone screening prior to dismissing an application or inviting someone in for an interview is an efficient way to discuss prospective job roles, the candidate\u2019s aspirations and availability, as well as get a good feel for a person\u2019s cultural fit from an attitude and attributes point of view.<\/p>\n \u2018Partner\u2019 With A Holistic Recruitment Provider<\/strong><\/p>\n