-
- News
- Books
Featured Books
- smt007 Magazine
Latest Issues
Current IssueBox Build
One trend is to add box build and final assembly to your product offering. In this issue, we explore the opportunities and risks of adding system assembly to your service portfolio.
IPC APEX EXPO 2024 Pre-show
This month’s issue devotes its pages to a comprehensive preview of the IPC APEX EXPO 2024 event. Whether your role is technical or business, if you're new-to-the-industry or seasoned veteran, you'll find value throughout this program.
Boost Your Sales
Every part of your business can be evaluated as a process, including your sales funnel. Optimizing your selling process requires a coordinated effort between marketing and sales. In this issue, industry experts in marketing and sales offer their best advice on how to boost your sales efforts.
- Articles
- Columns
Search Console
- Links
- Events
||| MENU - smt007 Magazine
The Power of Urgency and Intention: Hiring in EMS
November 1, 2013 |Estimated reading time: 3 minutes
If you’ve been a part of the EMS world for a while, you understand how fast paced the business is and the level of urgency in which business is conducted. Speed, flexibility, responsiveness, communication, service, and relationship building are among the remaining differentiators in a business that is becoming more and more commoditized each year.
So why do many EMS companies do such a poor job following these same rules in attracting talent?
Before I share my thoughts and strategy for fixing your hidden problems, let me share my credentials with you so you can decide if it’s worth reading on.
I have 16 years of experience in and around the EMS Industry. Professionally built by Solectron, I have been exposed to some exceptional situations in business and have been fortunate enough to witness the massive positive impact that exceptional people can make to any company, regardless of their size. Since 2008, I have established The SearchWorks Group as one of the EMS Industry’s most sought after recruiting firms and we have helped countless EMS companies attract and retain key talent across all critical disciplines and throughout the organizational structure. We’ve witnessed the “wins” and the “losses.” More often than not, it comes down to the process when a candidate is ready to decide.
I’m going to paint a scenario of a poor hiring process that mirrors one of our clients that always seem to struggle, yet refuses to change. I’m then going to paint a scenario of a successful hiring process that mirrors one of our most successful clients. Coincidence? I think not. From there, I’ll provide you a simple checklist that will position you for more “wins.”Poor Process: I hope this doesn’t look familiar! Looks like a lot of waste.Successful Process: Doesn’t this look better? Very efficient.
So back to those differentiators: Speed, flexibility, responsiveness, communication, service, and relationship building. Do you see how leveraging your strengths as an EMS company should help you versus hurt you in attracting great people? Let me ask it this way: Have you ever been through both processes? If so, where did you land? My guess would be with the company that had their s*#% together and acted with purpose and intention.
So, here is your checklist moving forward:
- When you have a vacancy, get with your team and take 30 minutes to one hour to make sure everyone is on the same page with the criteria. This is HUGE. Abraham Lincoln once said, “Give me six hours to chop down a tree and I’ll spend the first four sharpening the axe."
- Make sure your resources (HR, recruiting partners, personal network, etc.) have the right information including any nuances, beyond the skills and experience. Why not hit the bulls-eye out of the gate?
- When you decide to talk to candidates, be respectful! Follow up timely with feedback (good or bad). Candidates get more emotionally invested in the process than anyone. We’re talking about a big life change. Give them some professional courtesy!
- As long as you’re communicating (meaning don’t go silent), candidates will stay engaged in your process. Think of a good candidate like a glass of milk on your desk: If you leave it sitting, it will spoil. It’s human nature, so work with it. If you do have a delay, communicate!
- Seek your recruiter’s advice along the way and if moving to an offer. Trust me, a good recruiter will know almost everything about the candidate and can tell you exactly what you need to do to ensure an acceptance.
- Demonstrate your differentiators in your process. It will help you win!
Jeremy Vanselous is president at The SearchWorks Group and is an industry-leading national recruiter who specializes in the EMS industry. He has over 16 years of experience in the EMS industry and was part of Solectron Corporation prior to becoming director of sales and business development for a leading edge supply chain and materials management company. In 2008, he joined the SearchWorks Group and now supports a diverse EMS clientele in the acquisition of top talent from executives to individual contributors, all over the world. He can be contacted at 940-580-2677 or via e-mail.