JMJ Phillip

Attracting and Retaining Top Talent in a Competitive Market: Insights for Executive Recruiters

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Attracting and retaining top talent has become increasingly challenging for manufacturing recruiters and retained executive search firms on behalf of clients. With the rise of new industries, such as technology and healthcare, and the increasing demand for specialized skills, finding and retaining the right talent has become a key challenge for organizations. In this article, we will discuss insights for executive recruiters to attract and retain top talent in a competitive market.

Understanding the Competitive Landscape

The first step in attracting and retaining top talent is understanding the competitive landscape. Manufacturing recruiters and retained executive search firms must understand the trends in the job market, the availability of talent, and the preferences of candidates. By understanding the competitive landscape, recruiters can tailor their recruitment strategies to attract and retain top talent.

Employer Branding

Employer branding is an important factor in attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop an employer branding strategy that reflects the organization’s culture, values, and mission. This will help organizations attract and retain candidates who are a good cultural fit and align with the organization’s values.

Employer branding should be integrated across all aspects of the recruitment process, from job postings to the interview process. Recruiters can also use social media and online platforms to promote the organization’s employer brand and attract candidates.

Offer Competitive Compensation

Offering competitive compensation is essential to attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop compensation packages that are competitive with other organizations in the industry. This includes not only salary but also benefits, such as healthcare and retirement plans.

Recruiters can also work with organizations to develop non-financial incentives, such as flexible work arrangements and professional development opportunities, that can help attract and retain top talent.

Develop a Strong Candidate Experience

Developing a strong candidate experience is essential to attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop a recruitment process that is transparent, efficient, and respectful of candidates’ time. This includes providing regular updates on the recruitment process and feedback to candidates.

Recruiters can also work with organizations to develop a positive onboarding experience that helps new employees feel welcomed and valued. This includes providing training and development opportunities, introducing new employees to key stakeholders, and providing a clear understanding of the organization’s culture and values.

Utilize Technology

Manufacturing recruiters and retained executive search firms can leverage technology to attract and retain top talent. This includes using online platforms and social media to promote job opportunities and employer branding, as well as using technology to streamline the recruitment process.

Recruiters can also use technology to screen and assess candidates, using online assessments and tests to evaluate candidates’ skills and competencies.

Create a Positive Work Environment

Creating a positive work environment is essential to retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop a work environment that is positive, supportive, and respectful of employees.

This includes providing opportunities for employees to collaborate, providing clear communication and feedback, and recognizing and rewarding employees for their contributions. Recruiters can also work with organizations to develop a clear career path for employees, providing opportunities for growth and development within the organization.

Attracting and retaining top talent is a key challenge for manufacturing recruiters and retained executive search firms in a competitive market. By understanding the competitive landscape, developing a strong employer branding strategy, offering competitive compensation, developing a strong candidate experience, utilizing technology, and creating a positive work environment, recruiters can attract and retain top talent for their clients.

Recruiters must work with organizations to develop recruitment strategies that are tailored to the organization’s culture, values, and mission. This includes developing a recruitment process that is transparent, efficient, and respectful of candidates’ time, and providing a positive onboarding experience for new employees.

The Future of Technology in Manufacturing: Implications for HR Professionals

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The manufacturing industry has always been a hotbed of technological innovation, and the pace of change is only accelerating. As new technologies such as robotics, automation, and the Internet of Things (IoT) become more commonplace in manufacturing, HR professionals need to be prepared for the implications these changes will have on their recruitment and talent management strategies.

The Rise of Smart Manufacturing

Smart manufacturing refers to the use of technology to create more efficient and streamlined manufacturing processes. This includes everything from automation and robotics to the use of data analytics and IoT sensors. Smart manufacturing is changing the way products are made, and HR professionals need to be ready for the implications this will have on their recruitment strategies.

One of the key benefits of smart manufacturing is the ability to improve productivity and reduce costs. By automating repetitive and labor-intensive tasks, manufacturers can increase efficiency and reduce the need for manual labor. This means that HR professionals will need to recruit talent with a different set of skills. For example, manufacturers may require more workers with experience in programming, data analysis, and machine learning. This means that manufacturing executive recruiters, manufacturing executive search firms, and manufacturing headhunters will need to focus on recruiting candidates with these skills.

The Role of Robotics and Automation

Robotics and automation are already playing a significant role in manufacturing, and this trend is set to continue. Robotics and automation can help to improve quality control, reduce labor costs, and increase productivity. However, this also means that HR professionals will need to recruit workers with skills in robotics and automation. This includes everything from robotics engineers and technicians to programmers and maintenance workers.

One of the challenges that HR professionals will face is attracting and retaining workers with the necessary skills. With the rise of smart manufacturing, there is likely to be increased demand for workers with these skills, which could lead to a shortage of talent. This means that manufacturing executive recruiters and manufacturing headhunters will need to focus on developing strategies to attract and retain workers with the necessary skills.

The Importance of Data Analytics

Data analytics is another area that is set to have a significant impact on manufacturing. By collecting and analyzing data from sensors, machines, and other sources, manufacturers can gain insights into their operations and identify opportunities for improvement. This means that HR professionals will need to recruit workers with skills in data analysis and machine learning.

One of the benefits of data analytics is the ability to optimize manufacturing processes in real-time. This means that manufacturers can respond quickly to changing market conditions and customer demands. However, this also means that HR professionals will need to recruit workers with the necessary skills to analyze and interpret this data.

The Need for Continuous Learning and Development

With the pace of technological change in manufacturing, it’s essential that workers have access to continuous learning and development opportunities. This means that HR professionals will need to work closely with training and development teams to identify areas where workers need to upskill and reskill.

One of the challenges that HR professionals will face is developing training programs that keep pace with technological change. As new technologies emerge, it’s essential that workers are trained to use them effectively. This means that training programs will need to be updated regularly to keep up with the latest developments.

Navigating the Talent Shortage in Manufacturing and Supply Chain: Tips for HR Leaders

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The manufacturing and supply chain industries are currently facing a talent shortage, which is causing HR leaders to struggle to find the right candidates for their open positions. With a highly competitive job market and a limited pool of skilled workers, it can be challenging for HR leaders to navigate this talent shortage on their own. Here are 5 tips for HR leaders to navigate this talent shortage and how hiring a manufacturing executive search firm or a supply chain executive search firm can help. 

Tip #1: Partner with an Executive Search Firm 

One of the best ways to navigate a talent shortage is to partner with a manufacturing executive search firm or a supply chain executive search firm. These firms specialize in finding top talent in the industry and have access to a wider pool of candidates than most HR departments. By partnering with an executive search firm, HR leaders can tap into this expertise and leverage their networks to find the right candidates more quickly and efficiently. 

Tip #2: Focus on Retention Strategies 

In addition to finding new talent, it’s important for HR leaders to focus on retention strategies that keep their current employees engaged and motivated. By doing so, they can reduce turnover and build a stronger, more loyal workforce. An executive search firm can also assist with retention strategies by providing insights into industry trends and best practices. 

Tip #3: Leverage Technology to Expand Your Reach 

Another way to navigate a talent shortage is to leverage technology to expand your reach. This can include using social media to promote job openings, developing targeted email campaigns to reach potential candidates, and using online job boards and recruiting platforms to connect with job seekers. An executive search firm can also leverage technology to expand your reach and find the right fit for your organization more quickly. 

Tip #4: Be Transparent About Your Company’s Culture and Values 

To attract the right candidates, it’s important to be transparent about your company’s culture and values. This means taking the time to understand what makes your organization unique, and then communicating that information to potential candidates. An executive search firm can assist with this process by helping you identify your company’s unique selling points and highlighting them to potential candidates. 

Tip #5: Build Relationships with Supply Chain Recruiters and Manufacturing Recruiters 

Finally, it’s important to build relationships with other supply chain recruiters and manufacturing recruiters. By doing so, you can share information about potential candidates and job openings and collaborate on projects when appropriate. An executive search firm can assist with this process by leveraging their networks and relationships in the industry. 

Navigating the talent shortage in manufacturing and supply chain will require a proactive approach to candidate sourcing, a focus on retention strategies, and the use of technology to expand your reach. By partnering with a manufacturing executive search firm or a supply chain executive search firm, HR leaders can tap into the expertise and networks of these firms to find the right candidates more quickly and efficiently. An executive search firm can also assist with retention strategies and help you identify your company’s unique selling points to potential candidates. As the talent shortage continues, it’s important for HR leaders to adapt and innovate in order to find the right talent for their organizations. 

Amazon to Open 400 Tech Jobs in New Office in Downtown Denver

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In an effort to expand its Denver Tech Hub, Amazon has reported that it will more than double its tech workforce in the area. After opening an office in Boulder, Colorado, last fall, Amazon’s plans to expand its Denver presence falls right in line with what we’re seeing as a trend in the search and human capital space.

According to a press release from Amazon, the new 98,000 square foot office will be located in Denver’s lower downtown neighborhood.

Our executive search firm, JMJ Phillip, recently expanded into Denver with a new downtown office as well. In an employment market with a 3.6% unemployment rate, it has become imperative for companies to go to where the talent is. We’re seeing that across industries.

“For technology companies, especially at Amazon’s scale, you need the top 10% of technologies, so these companies are thinking ‘Where can I go to get that level of talent?’”, says James Philip, Founder and Chairman of Heavy Hitter Holdings. “Denver has seen positive population growth for the last decade, and everyone is fighting for talent. It makes sense for us to be in Denver.”

There are many attractive aspects to Denver as a city. The city presents an excellent quality of life for professionals – with excellent restaurants, entertainment, recreation, and scenery.

“If you think about a candidate, for example, from the Midwest, the idea of moving to Denver is quite attractive,” added Philip. “We’re finding that when you dive into researching the city, Denver is appealing to professionals even if they were never thinking of moving there in the first place. That is the appeal of the city for top talent.”

Just as Amazon is hiring across its corporate offices and tech hubs across North America, our firm will be expanding into various cities throughout the rest of this year and into early 2020. The talent map across the country is shifting, and it’s important for firms like ours to stay on top of these types of trends.

Join JMJ Phillip and Toys for Tots at Business & Brews

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Join JMJ Phillip and Toys for Tots as we support their annual toy drive. Donations of new unwrapped toys will be given to less fortunate children during the holidays.

Enjoy a complimentary drink and light appetizers while meeting professionals from around the metro Detroit area. Expand your professional network to connect with prospective clients or employers. Drive your personal growth by meeting individuals from a wide variety of industries.

Event Details:

  • Thursday, December 13th from 5:30 – 7:30 pm 
  • Granite City Food & Brewery
    699 West Big Beaver Road Troy, MI 48084
  • Light appetizers and beer/refreshments will be provided
  • Partnering with Toys for Tots, please bring a new unwrapped toy

 

jmj phillip turning point

The State of Manufacturing in 2018

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The National Association of Manufacturers (NAM), in partnership with Automation Alley and Oakland County, met in Troy, Michigan on February 12th to discuss the state of the American manufacturing industry in 2018 and beyond.

JMJ Phillip Executive Search was in attendance along with manufacturers from around the Detroit area and across the state of Michigan to spend the morning listening to NAM President and CEO Jay Timmons speak on innovation in the industry, the next generation of workers, and automation, amongst other topics.

Oakland County currently has around 2000 manufacturing firms with 19,000 jobs and 160 apprenticeship programs with 2500 apprenticeships; Timmons believes the industry is strong and growing but is pushing even harder in investing and hiring and “going for the gold.” With the expectation of growth comes challenges in building the modern workforce, seen in the 364,000 current manufacturing job openings and 2 million openings predicted to go unfilled in the next seven years.

“New Collar” jobs are expected to emerge over blue collar and white collar jobs as the manufacturing industry embraces new technologies such as augmented reality.

Even now, over half of manufacturers say they need more trained engineers and designers. Timmons believes the current federal administration is equipping the country’s manufacturers with the tools to fairly compete, such as the tax reform which 63% of manufacturers are saying they will invest in infrastructure, 54% will use to increase their workforce, and 50% will use to raise wages.

A $1.5 trillion infrastructure plan has been unveiled by the Trump administration which will aid manufacturing supply chain networks but Timmons also wants to see immigration reforms that will allow companies to utilize foreign talent and skills.

Attendees were then treated to a panel discussion featuring Timmons, Bruce McDonald, CEO of Adient, Carolyn Lee, Executive Director of The Manufacturing Institute, and Patrick Meza, a student at Athens High School hoping to go into the mechanical engineering field. Timmons talked a bit about a manufacturers accountability project launched by NAM to fight lawyers and politicians going after manufacturers on dubious grounds so the companies can use their resources to invest in technologies rather than legal fees. McDonald spoke of the younger generation of workers looking to live in downtown urban areas and Adient’s current refurbishing of a 10-story building in downtown Detroit that will house 500 employees.

He praised automation for handling jobs that used to require a lot of manpower and allowing there to be a greater ratio of management and support staff. Lee works for the non-profit arm of NAM running the Heroes Make America program that focuses on recruiting service members and developing their skills. The first class is comprised of 13 members in Kentucky and will hopefully play a part in providing work for the 200,000 servicemen needing jobs every year.

The NAM tour visits a new city every day and hopes to educate attendees on modern manufacturing; the rough jobs of our grandfathers have been replaced by safer and more skilled jobs aided by ever-increasing technology. High schooler Meza says this message needs to be conveyed to students at a younger age along with more STEM training and hands-on immersion in the manufacturing realm.

This push to attract the younger generation is especially important because the labor force is predicted to be flat the next 40 years. If the labor force can meet the production potential facilitated by new technologies, the United States could see a golden era in manufacturing.

Join JMJ Phillip and Turning Point at Business & Brews

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Join JMJ Phillip and Turning Point as we support their annual NeckTie Drive. Donations of new or gently used neckties are appreciated, as they will be re-purposed into rose pins, tote bags, purses and aprons.

Enjoy a complimentary drink and light appetizers while meeting professionals from around the metro Detroit area. Expand your professional network to connect with prospective clients or employers. Drive your personal growth by meeting individuals from a wide variety of industries.

Event Details:

  • Thursday, January 18th from 6:00-7:30 P.M
  • Granite City Food & Brewery
    699 West Big Beaver Road Troy, MI 48084
  • Light appetizers and beer/refreshments will be provided
  • Partnering with Turning Point, please bring a new or gently used tie as a donation.

 

jmj phillip turning point

 

 

JMJ Phillip To Sponsor The 15th Annual Forgotten Harvest Cruisin’ To Drive Out Hunger Event

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JMJ Phillip Sponsor Forgotten Harvest Cruisin To End Hunger 2017

JMJ Phillip is once again proud to sponsor Forgotten Harvest’s Annual Cruisin’ To Drive Out Hunger Event, this year in its 15th edition, taking place as part of the Woodward Dream Cruise celebrations on August 18th, 2017.

Highlights of the event include:

  • Metro Detroit’s best taste fest
  • Sneak preview of the Woodward Dream Cruise
  • Specialty cocktails and craft brews
  • Live music by Larry Lee & The Back In The Day Band
  • Photo booth fun
  • Valet parking
  • Silent auction featuring the best of metro Detroit
  • Dress code is summer chic

A Look Back at Women & Wine 2017

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Earlier this year, JMJ Phillip Group hosted its first annual Women & Wine event celebrating leading women across business and industry in the Greater Detroit area.

The celebration, which doubled as an excellent networking opportunity for high level conversation and interaction, was a huge success. With more than 70 individuals in attendance, JMJ Phillip Group is looking to scale the event to a larger audience then next time around!