Three Reasons Why You May Need To Hire Recruiters For Injection Molders
Hiring an injection molder is not a simple process, any more than operating an injection molding machine. You want the perfect candidates for the job, and you do not want to rehire one to six months from now. Recruiters for injection molders can help, and here are three reasons why you may need to hire a recruiter to to help.
1. Time
Time is always the biggest reason for everything. There is never enough time in the day to do everything you need to do and want to do. If you currently have a half dozen deadlines looming at work, and you want to keep the customers and clients happy, you have to meet those deadlines without wasting time on conducting job interviews and searching for new employees. The recruiter you hire to help focuses all of his or her time on these new employee tasks while you return to the deadlines you are trying to meet.
2. You Are Not a People Person
Many supervisors in a plastics production plant are not typically "people persons." They supervise and manage, but they would not ordinarily interact with people casually outside of work. That is what makes them good supervisors--they do not mix work with non-work activities. However, it can be a drawback when you are attempting to sort through job applicants and figure out which ones would make a good fit for the available plastic extrusion jobs in your factory. The recruiter can meet with other workers in the factory, size up the different personalities, and then size up the new applicants to see who fits with the work floor crew and who does not. Then the recruiter can narrow the pile down further by the number of applicants who have excellent work histories and skills for the job.
3. The Recruiter Can Ask Job-Specific Questions to See If a Candidate is Qualified
Sure, it is your plant and you know a lot about this business as you supervise the day-to-day operations, but the recruiter knows much more about plastics extrusion and injection molding. That is his/her primary focus area, which allows him/her to ask the job applicants questions of a very specific nature. These very specific questions help rule out which candidates have enough experience in this field to work it and which ones do not. The questions asked by the recruiter also weed out anyone who knows absolutely nothing about injection molding, despite what their resumes say.