Have you finally decided to hire an equipment recruiter? These hiring specialists provide support to manufacturing businesses searching for unique talent. They have vast connections in the machining and manufacturing industry, preventing companies from wasting their time on interviewing unsuitable candidates.
Businesses must employ the right approach to find such a recruiter, such as checking his/her specialization, compensation rates, completion rates, and vetting procedure. It’s crucial for these professionals to limit the number of searches instead of taking too many on their plate.
Here is the best approach to finding an equipment hiring specialist.
Internal vs. external
The initial thing to consider when searching for an equipment recruiter is making a decision between an internal and external hiring specialist. The former is hired by companies and given a salary, just like the rest of the employees. The latter usually comes in the form of a local firm or a national agency, hired only to provide assistance when companies need it.
Apart from receiving a salary, internal recruiters aren’t paid additional fees. When looking for such a professional, businesses should actually choose a partner, as they will work together to meet company goals. Nowadays, there are various equipment recruitment specialists supporting manufacturing businesses in their specific hiring needs. Nevertheless, each business is expected to determine whether an internal or external specialist is better suited for the job.
Another important aspect in the approach to finding an equipment recruiter is specialization. It’s essential for the professional you hire to specialize in the right industry to find the most suitable candidates. For instance, his/her focus should be on finding talent in the manufacturing world of industrial and commercial machinery. The key quality to look for in candidates should be substantial experience in manufacturing equipment and machinery.
Moreover, executive search equipment recruitment specialists recruit operations and supply chain leaders for executive roles in custom manufacturing, CNC machinery, OEM & Aftermarket equipment, material handling equipment, ground support equipment, 3D printers, and inspection systems, heavy fabrication, etc.
Inquire about compensation rates
Another aspect to consider as part of the approach to finding such a recruiter is the compensation arrangement. There are contingency and retained hiring specialists, depending on the way they charge for their services. For example, those working on a contingency basis get paid based on their performance. They only earn a commission when new hires are placed in a company, and they remain employed for a given period, usually a minimum of three months.
Contingency recruiters get compensated through contingency commission, which can reach up to twenty-five percent. Hence, a company would pay $25,000 to such a recruiter if the new talent is hired in a position, which is paid $100,000 in the initial year. Find out how a contingent payment works.
Retained recruiters, on the other hand, fill executive positions, such as directors and VPs, which are paid more than $150,000 annually. By hiring a retained equipment recruiter, companies determine a certain time limit for the candidate search and pay upfront to the recruiter. These hiring specialists are always paid upfront, not after the hire is made.
Check search completion rates
The following aspect to check in the search for such a recruiter is the search completion rates. Hiring specialists are expected to complete their job searches within a certain timeframe, ranging between 90 and 120 days on average. The longer the search, the more money companies lose and the longer their positions remain unfilled.
Furthermore, it’s vital for companies to find out how many searches potential hiring specialists are handling at the moment. These professionals should always limit the number of searches to make sure each candidate receives personal attention.
Check the vetting procedure
Equipment recruiters are supposed to inform companies about their vetting procedure. For instance, they should inform them about the number of interview rounds and the method of conducting the interviews, whether these are held online or in-person. Most professionals evaluate candidates through preliminary screening and invite the most qualified ones for an interview. Go to this link, https://www.wired.com/story/tips-for-online-job-interviews/, to check how to ace an online job interview.
Always put the accent on experience, expertise, and knowledge!