To initiate the process, we ensured alignment by mirroring the incumbent’s on-site staffing setup. Throughout the project’s duration, we deployed a total of five on-site members. Initially, two full-time recruiters were assigned, and as the project progressed, we established a dedicated support team with a specific focus on SAM (Strategic Account Manager) and SPM (Strategic Project Manager) responsibilities. This team swiftly placed associate engagement as a top priority from the outset.

• Restructured Onboarding Procedures: We took over the orientation process and restructured it to incorporate more meaningful touchpoints. This allowed for a positive brand and culture experience from day one and provided better support for new hires.
• New Hire Incentives: Our team developed various initiatives to create a positive connection between new applicants and the company during the hiring process. These efforts were aimed at attracting and retaining top talent and included providing branded t-shirts, organizing engaging events, and establishing consistent, high-quality communication channels.
• The ABC Review System: Through the implementation of a streamlined system, we facilitated an effortless way for floor managers and supervisors to conduct ongoing performance evaluations of their staff. This approach enabled leadership to effectively identify both areas of success and areas in need of improvement, thereby promoting growth and progress more efficiently.
• Meaningful Prescreening Methods: By incorporating ResourceMFG’s prescreening tools into our hiring process, we implemented written assessments to evaluate applicants’ proficiency in general manufacturing knowledge and reading comprehension. This pivotal step enabled us to identify competent candidates at an early stage, ensuring that only individuals of high quality advanced through the hiring funnel. Consequently, this improvement enhanced the overall candidate pool and increased the likelihood of securing top-notch talent.