Minnesota Manufacturing: A Recruiter’s Perspective

The past few months have proved to be a difficult time for Minnesota manufacturers. According to the article posted below, manufacturers across the state are having trouble finding the skilled workers they need to fill their jobs. In a recent survey conducted by the state of Minnesota concerning the shortage of skilled workers, almost half cited that positions were unfilled due to a lack of skilled applicants and that the shortage of workers was a mild to serious problem in their company. This is indeed a serious problem for the manufacturers of Minnesota. Plants need the engineers and skilled laborers to continue production and keep the company afloat. Without these technical laborers, production in Minnesota won’t meet the needs of customers and businesses will go out of business.

From our vantage point, as a retained search firm that specializes in manufacturing, we’ve rarely seen organizations across the state with such a need for professional manufacturing talent. It’s clear from the data that MN manufacturers need to step up and compete for future business by looking at their workforce. We have already seen several companies in the same industry gain market share or go out of business due to their technical staff and production capabilities. MN manufacturers can improve their positions by identifying their pivotal workforce, identifying high potentials, creating succession plans and evaluating their workforce strategy. Now is the time to review all these areas as well as the employee brand, retention policies, employee training and total compensation packages. We highly recommend creating an alliance with professional services organizations that have the expertise and understanding of small to medium sized manufacturers to provide you with a marketplace advantage through your employees.

Here is a link to the article from myfox9.com: http://www.myfoxtwincities.com/dpp/job_shop/skilled-worker-shortage-mn-oct-24-2011

Written by: Sarah Tessien

A Plant Tour is Priceless for Candidates

After each search we realize how important access to information is for both ourselves and candidates. Many companies recruiting process ends up to be a one way street.   The more knowledge and information a candidate receives about the company and the position, the more they become engaged. For candidate, having an indepth understanding the company, processes and the people during the recruiting process is invaluable. Explaining a manufacturing process versus getting out on the floor and witnessing the process makes a world of a difference in the hiring process, benefiting both the client and candidate.

We have been working with a Sales Manager to hire a National Account Manager-OEM.  Our client is a distributor that provides industrial products as well as value added services. 

Assumption

All candidates understand our client’s business as well as we do, so there is no need to explain much of what we do, who we serve and why clients want our products and services.

Problem

Candidates were having difficulty understanding what does our client really do and what are these “value add services." Candidates consistently asked, “So you mean this” or “they do that” and “I am not sure if I am technical enough for this position”.  Many times they were off the mark

Minor Details

• Sales Manager travels regularly
• Client’s HQ is in the Twin Cities
• Position is in Northern IL area territory.
• Service center is in Northern IL
• Candidates live throughout the U.S.

Solution

Because of logistics, hours and hours have been spent on the phone, in coffee shops and restaurants in the middle of nowhere - together Sales Manager and candidates discussing the position without seeing the operation. Our Client’s Operations Manager created a presentation demonstrating our client’s value-add capabilities.  This document was originally used to communicate capabilities in the sales process.  You know “Engineer to Engineer” or “Real cost savings to the Procurement Dept” stuff.  He took the initiative to develop this “360 view of the backroom” and present it in a Powerpoint.  Now we can step through the presentation and describe exactly what our client does to add value to the distribution process without actually visiting the facility.  Once there is a mutual interest, he provides a “Hands-on” Operations tour for our candidates. 

Conclusion

Giving candidates the opportunity to visualize in the presentation and visit the plant to understand the value proposition of your products/services is invaluable.

Additional Benefits

1. Self-filters candidate in/out of the recruiting process
2. Sells the opportunity –from the presentation and tour candidates can easily see the opportunity to sell these services
3. You can observe very quickly if candidate can see themselves in the role

No More Sitting Down on the Job

Dave enjoying the benefits of his new standing desk

Anyone who has ever sat at a desk all day knows all too well the negative effects it can have on your body and your work. Slouching over the computer all day without getting up to move around can take a negative toll both mentally and physically. Recent studies (discussed in the following article) mention that sitting at a desk all day has been linked with obesity, lack of energy and joint/muscle pain. As a result, standing workstations have become the solution to this common workplace problem. Having heard this news over the past year, we at InPursuit have contemplated joining the standing trend. We decided to give it a try in an attempt to improve both our health and happiness while at work. We started using the desks in July and have all noted positive side affects; from less aching to more energy, the standing desks have been a great addition. To read more on the buzz about standing desks check out the article below. 

Standing Desks Are on the Rise By: Jim Carlton, Wall Street Journal

“Silicon Valley’s newest status symbol is a humble piece of furniture.

A growing number of workers at Google Inc., Facebook Inc. and other employers are trading in their sit-down desks for standing ones, saying they feel more comfortable and energized. They also are motivated by medical reports saying that sitting for too long leads to increased health risks.

A standing desk sits high off the floor so a worker can either stand at it or sit on a high stool to use it. Officials at Palo Alto-based Facebook say a number of employees asked about standing desks after news articles were published about the health risks of sitting all day.

The stories cited medical studies that tied excessive sitting to increased obesity and other health problems because of factors including a drop in physical activity. A 2010 study by the American Cancer Society found that women who sat more than six hours a day were 37% more likely to die prematurely than women who sat for less than three hours, while the early-death rate for men was 18% higher. The American College of Cardiology released a study in January that found increased mortality among people who sat longer at home than those who didn't.

No one seems to compile statistics on the standing-desk trend. But anecdotal reports suggest Silicon Valley is embracing the movement.

Facebook officials say they have seen an upsurge in requests for standing desks to five to eight a week with a total of between 200 and 250 deployed at the company of more than 2,000 employees. Facebook also is trying out a treadmill station—where a worker can walk or run on a treadmill while tapping at a computer.

Google spokesman Jordan Newman said that "many employees at Google opt for standing desks, and we offer them as part of our wellness program" though he said he didn't know the exact number.

Greg Hoy, 39 years old, asked for a standing desk shortly after joining Facebook seven months ago as a design recruiter. "I don't get the 3 o'clock slump anymore," he said. "I feel active all day long."

Tiffani Jones Brown, 29, said she also requested a standing desk when she joined Facebook two months ago as a content strategist, in part to keep her energy level high. "I get really tired when I sit all day," Ms. Jones Brown said.

There is a learning curve to using standing desks, however. Ms. Jones Brown said that at first it was hard for her to concentrate on writing tasks because she was focused on things like maintaining correct posture. Other stand-up workers use tricks to not be bothered by being on their feet most of the day. "I kind of move my legs around, no real position," said Kirk Everett, one of two standing workers in the 21-employee offices of the Silicon Valley Leadership Group in San Jose, a tech industry trade association.

Mr. Everett is a pioneer in standing desks, having gotten one seven years ago to help recover from a back injury. He said he could never go back. "It is so much better," said Mr. Everett, vice president of government relations for the trade group. "Staying seated all day is your enemy."

Link to article: http://on.wsj.com/n3PvUD

The Top Five New Manager Mistakes

"First time and/or new managers have a lot of weight on their shoulders. Just coming to terms with the realities of leadership, a new manager is still expected to drive the performance of their team and push the limits of their own skills and competencies.

While there is no definitive learning curve for great leadership and management, the transitional period from regular staff level employee to manager is inherently stressful. Even so, many new managers start their management tenure with radical notions and rash decision making.

Here are the top five mistakes a new manager can easily make:

1. Taking too much control: Don’t let your new position go to your head. As any good manager knows, It’s not all about you – it’s about the results of the team. Don’t leverage your management authority to make the workplace an environment of fear and animosity for your employees.
2. Not appreciating your team: Understanding the value of your team is the key to unlocking any successful project or goal. Realize that your subordinates are not carbon copies of yourself and that each individual has different strengths and weaknesses that they bring to the table. They are motivated and are driven to perform for different reasons.
3. Moving too fast: Many a new manager wants to start their career with a bang and come in to the role expecting to change the world. Slow down and take baby steps – radical change is seldom accepted wholeheartedly. Most management gurus suggest a three month “grace period,” where you evaluate the team and understand your goals.
4. Not taking any advice: New managers are expected to make tough decisions even though they don’t possess the years of experience and insight a seasoned decision maker would have. For any new manager, now is the time to listen and learn. Seek advice from colleagues and mentors while working hard to bridge communication gaps with team members. Building a rapport with your team builds trust.
5. Not taking enough control: The antithesis to Mistake #1, not taking enough control is just as deadly to any new manager. Your authority is paramount or else the whole system falls apart. As a leader, you can be cordial and respectful with your teammates, but you can’t be their best friend. This is the sacrifice that any good manager must realize, and accept.

The road to great management may in fact be a lifelong journey, not a skill easily acquired in a number of months on the job. Many new supervisors take it upon themselves to overcompensate in certain areas – terrified that someone might perceive their freshness as a weakness. They make poor choices that impact organizational effectiveness and quickly find themselves burnt out from the stress.

In fact, many employees struggle to get into management roles, but once they get there, they realize it isn’t for them. Managers must possess a very particular drive and personality in order to be effective. If it’s not for you, don’t be ashamed to realize this. But if you are a new manager, be sure to give yourself some time on the job. More so than perhaps any individual profession, managing people presents the most complex challenge, but also presents the greatest rewards."

Source: www.recruiter.com

Link: http://www.recruiter.com/career-advice/new-manager/

InPursuit at Twins home opener

Dave, Sarah, Lori and Bob enjoying the weather at Target Field