By Wasana Nadeeshani
(Commonwealth) _ The growth of digital manufacturing has significantly altered recruiting procedures throughout APAC, which acts as a busy global hub of economic and trade activity.
According to the Economic Development Board (EDB), Singapore’s manufacturing industry would employ 21% more people in the second quarter of 2022. Despite the expanding number of employment prospects, there are still recruiting problems such as a lack of competent individuals and reduced work pass quotas.
As a prominent employer in our region, your company is a change agent when it comes to dealing with digital and automated technologies. You will need an effective recruiting process to find, attract, and hire the most qualified applicants in order to prepare a skilled workforce for periodic technological changes.
How you assess individual candidates’ competencies and possibilities for advancement within your organization reflects your flexibility. By optimizing your interview process, skills assessment tools can assist you in conducting these evaluations with ease.
To begin, it is critical to grasp the characteristics of an ideal applicant. The phrase “job fit” refers to the degree to which a candidate’s skills and abilities meet the criteria of a certain post. You may determine an individual’s work fit by comparing the role’s criteria to their experience, credentials, and personality.
You should look for applicants who have the necessary abilities, technical expertise, and experience to succeed in the post. Keep an eye out for those who have a genuine interest in the sector and a desire to learn new skills.
It is also crucial to be enthusiastic about your career and committed to professional development. Many people may possess the essential abilities necessary to complete a function, but in order to fully prosper, employees must
Hiring personnel that are technologically aware, comfortable with managing supply-chain management systems, and capable of analyzing and engineering QA/QC procedures is a major goal for many companies in the manufacturing and logistics industries.
As a result, it is critical to interview job applicants about their prior work experiences with handling machines and technology, any relevant training they have received, and their attitude to specific workplace difficulties.
Focus on candidates’ previous work performance and productivity. For example, ask the applicant to explain how productivity was monitored at their prior employer and what they did to sustain productivity and fulfill deadlines. This will help you to analyze how well they respond and communicate in a specific circumstance.
This is founded in the morale of the employees. Inquire about the candidate’s professional interactions with prior bosses to obtain a feel of the leadership styles that are necessary for motivating them. Take the other method to acquire some fascinating information – under which management style did this applicant feel unmotivated?
Employees in manufacturing and logistics must trust their management and engage with team members on supply chain optimization ideas. As a result, how a new employee reacts to their supervisor’s management style has a significant impact on how effectively they integrate into the company.
Manufacturing and logistics talent may choose to work for a firm that invests in useful new technology, giving them additional opportunity for upskilling. Others may look for a firm that fosters a healthy work-life balance so that they may spend more time with family and friends.
To invite a discussion on your company, start by asking the applicant what they know about your business and what they think it would be like to work in this particular position. If they respond with an answer that reflects your own ideas and understanding of the organization, this indicates that they are a fitting candidate who may integrate well into the company culture.
Needless to say, soft skills are necessary in a collaborative work environment. Evaluate the candidate’s willingness and ability to work in a team, by asking situational and behavioral questions related to handling work conflict, or matters that may affect not only them, but the team’s morale and work quality.
