Unlike ever before, today's marketplace for finding and retaining top-echelon plastics employees is broad and deep.
Concurrently, there has never been such ease of access to employee candidates.
The most dramatic method for finding and attracting employees is the expansive use of the Internet: job boards, social and business networking, the all-powerful Google search engine, blogging, tweeting, Internet chats ...
It may seem easy and cost-effective, but the opposite is the reality. This is a costly endeavor and should be carefully analyzed before attempting to hire plastics professionals who are likely unemployed or downsized.
Hiring and recruiting is hard work requiring agile decisions and accurate information. Hiring off the Internet is at best a guessing game. Most resumes are embellished. Very often the hiring decision is a quality compromise.
Many employers have the impression that hiring online helps lower costs — not true. Search methods for candidates online come with added costs.
The use of job boards such as Monster and Career Builder, for example, produce long lists of unrelated candidates requiring additional management time, a high cost by anyone's calculation. Employers also discover other high costs in the process, the most troublesome being the difficulty of closing a deal within the Internet “hiring window.” On average, a top non-passive plastics candidate found on the Internet has a window of less than 18 days from posting to hire date.
This is true because:
1. First and most important is the tendency to hire the most attractive plastics professional that happens to be looking for a job at that point in time. This person is hired on speculation vs. quality, and usually without the traditional due diligence. Stewardship and strategic hiring initiatives have become fading values.
2. Second, the Internet candidate may quickly take another job in lieu of your position because of the classic bird-in-the-hand decision.
3. Third, Internet candidates often accept less compensation to stay in their current areas because of loss of home values and family pressures.
The few high-quality plastics Internet candidates who have chosen to market themselves are not attainable unless you are agile and have the know-how to hire them with finesse and distinction.
One solution to overcome the high costs of hiring and retaining top-echelon human capital is to outsource most recruiting efforts. The interim fee of a recruiter far outweighs the costs of failure from speculative hiring.
An experienced, plastics-specific recruiter will guarantee that they will find the right talent, by specification, and ensure that the placement stays with your company for an extended period, enabling parity and stewardship.
Dugan is president of J.H. Dugan & Co., a plastics industry recruiter based in Chicago.