Bruce Peacock

As the manufacturing industry continues struggling with hiring qualified workers, leaders can no longer rely on traditional thinking. By raising awareness of the careers available in the industry, we can revamp and expand the manufacturing workforce to attract more diverse and qualified workers. What efforts are you finding successful in raising awareness?

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Get tips on how to end an interview so you get the information you need to evaluate job seekers and they leave with a favorable impression. https://dy.si/oYghL

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Automation is transforming the metal manufacturing industry, enabling companies to increase productivity, reduce costs, and improve product quality. However, implementing successful automation requires careful planning, execution, and evaluation. To achieve automation success, companies must follow the steps outlined in the article, including selecting the right automation solution for their specific needs, properly integrating automation into their production processes, and continuously improving and refining their automated systems. #metalmanufacturing #automation https://lnkd.in/einDuYCe 

Stop Searching, Start Leading: Why Manufacturers Should Use Recruiters for Leadership Roles Finding the right leaders for your manufacturing business can feel impossible. You need someone with industry expertise, who understands your unique challenges and can drive your company forward. Stop wasting valuable time sifting through endless resumes and start building the leadership team you deserve. Here's why using a recruiter is the smartest move for your manufacturing leadership needs: ➡️ Access to Hidden Talent: We tap into a network of experienced manufacturing leaders you won't find on job boards, uncovering passive candidates who aren't actively searching but are open to the right opportunity. ➡️ Industry Expertise: We speak your language. We understand the complex skills and qualifications required for successful manufacturing leadership, ensuring you find candidates with the right technical expertise, supply chain knowledge, and lean manufacturing experience. ➡️ Faster Time-to-Hire: Don't let crucial leadership positions sit vacant. We streamline the hiring process, presenting you with highly-qualified candidates quickly, allowing you to focus on what you do best: running your business. ➡️ Cultural Fit is Key: We go beyond skills and experience, carefully assessing candidates to ensure they align with your company culture and values, setting them up for long-term success within your organization. ➡️ Reduced Hiring Costs: Think of us as an investment, not an expense. By reducing costly turnover and shortening the hiring cycle, we save you time and money in the long run. Ready to unlock the power of specialized recruitment for your manufacturing leadership needs? Let's connect and discuss your specific requirements. #manufacturing #leadership #recruiting #talent #hiring #industryexperts #manufacturingsuccess

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Unleash the power and efficiency of hybrid powertrains! This world-first innovation utilizes a high-speed electric motor positioned on the turbo shaft to spool the compressor more rapidly and eliminate lag, resulting in improved transient performance and low-end engine torque. https://lnkd.in/ejN5saYh

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In May, the manufacturing sector experienced a second consecutive month of contraction, marking the 18th contraction in the last 19 months, according to the latest Manufacturing ISM® Report On Business®. The Manufacturing PMI® registered 48.7 percent, down slightly from April's 49.2 percent. Key highlights include: New Orders Index: Fell to 45.4 percent, indicating a deeper contraction. Production Index: Slightly decreased to 50.2 percent. Prices Index: Dropped to 57 percent, though still indicating price increases. Backlog of Orders Index: Declined to 42.4 percent. Employment Index: Improved to 51.1 percent, showing growth. Supplier Deliveries Index: Remained steady at 48.9 percent. Inventories Index: Decreased marginally to 47.9 percent. New Export Orders Index: Increased to 50.6 percent. Imports Index: Continued growing, albeit at a slower rate, at 51.1 percent. Overall, demand remained soft, output stable, and inputs accommodating. Investments and supplier commitments were restrained due to current economic conditions. Some manufacturing sectors reported growth, including Printing & Related Support Activities and Petroleum & Coal Products, while others like Wood Products and Machinery faced contraction. https://ow.ly/V3Gy50S7hfg

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Your interview for a manufacturing engineer role requires preparation. You will be asked questions to assess your technical skills, business sense, and operational knowledge of manufacturing processes. At Connectology, we can help you be best prepared so you can land the job. Connect with our experts today: https://nsl.ink/dwqW. #Connectology #Business #Talent #Connected #Manufacturing #Recruiting #NextLevel #ThoroughProcess #ElevatedExpectations

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Gain access to expert advice on attracting and retaining top engineering talent with our comprehensive 2024 Engineering Hiring Guide. Align your strategies with the desires of top professionals so you can focus on finding the best candidates for your organization's needs. Download here:

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Gain access to expert advice on attracting and retaining top engineering talent with our comprehensive 2024 Engineering Hiring Guide. Align your strategies with the desires of top professionals so you can focus on finding the best candidates for your organization's needs. Download here:

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📉 Navigating a Cooling Labor Market: Strategies for Companies The latest #JOLTS report reveals that job openings fell to their lowest level since February 2021, with 8.06 million positions available at the end of April. This decline from March's revised 8.35 million openings signals a cooling labor market. Despite this, hiring and quit rates remain steady, suggesting a resilient yet slowing job market. 🔹 What This Means for Companies: ➡ Strategic Workforce Planning: Focus on retaining top talent and enhancing employee engagement to minimize turnover. ➡ Upskilling and Reskilling: Invest in employee development to fill skill gaps internally, reducing dependency on external hires. ➡ Flexible Work Arrangements: Offer remote or hybrid work options to attract a broader talent pool and increase job satisfaction. ➡ Competitive Compensation: Stay competitive with wages and benefits to retain and attract talent as the market tightens. 🔹 How Eastridge Workforce Solutions is helping our customers: ☑ Tailored Talent Solutions: Eastridge provides customized hiring strategies to meet specific business needs, ensuring you have the right talent at the right time. ☑ Expanding Supply and Access to Talent Pipelines: Eastrige’s (GATE) Program ™ supports our customers with closing the #skillsgap ☑ Market Insights: Leverage our expertise to stay informed about labor market trends, which will help you make data-driven decisions. ☑ Efficient Hiring Processes: Streamlining recruitment and onboarding processes to adapt to changing market conditions quickly. ☑ Workforce Flexibility: Gain access to a flexible workforce, allowing you to scale up or down based on project demands and economic fluctuations. Read more about how labor market dynamics impact inflation and the broader economy. By adapting to these evolving conditions, we can prepare for the future. Full article is linked below ⬇ #LaborMarket #HiringTrends #BusinessStrategy #Economy #WorkforcePlanning #Eastridge

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If you’re relying on multiple vendors for temp staffing at your plant or DC, you’re making a *major* mistake. Here’s why it hurts your company (and what you should do instead). First, some context: Over the past few years I’ve talked to over 300+ HR Directors at manufacturing & distribution companies. And most of them are still relying on a dozen agencies to fill their staffing order (see what I did there?). Why? "Don't put all your eggs in one basket." Companies think it's benefiting their business. But in reality, they’re undermining their own success, driving up costs, & helping their *competition* succeed. From the conversations I’ve had, the mistake is based on these 3 false beliefs: 1) “Each Vendor has its own unique pool of workers.” Back in the 80s, this might be true. Recruiting was driven by local branch offices and Sunday classified ads - remember those! People only had one or two local staffing agencies to choose from. Today, the entire application process is online and available 24/7. And applicants can apply to 20 different agencies at once. Guess what… that means big agencies are all using the same pool of workers. Splitting your order among multiple vendors just dilutes your value as a client. Your account becomes less important to seven agencies instead of being the top priority for one. 2) “Competition creates better service and deliverables.” EVERY temp agency is motivated to fill your order. That’s how they make money. By splitting the pie, you achieve the exact opposite of what you want: Forcing the agency to service multiple OTHER businesses to generate revenue to keep their business running, instead of focusing on you. Ultimately, you hurt your chances of getting the best people, because they'll send the highest quality workers to the site with the highest markup. Guess where they send the troublemakers and shitty applicants... 3) “But if one vendor fails, we have a backup.” Another classic. I’ve never seen a temp agency walk out and all the temps quit at once. Why? Because workers need to make money. If they like the job they don’t care where the paycheck comes from. Plus, a new agency can step in before the lunch break is over…trust me, we’ve done it. In today’s world, hiring can move at the speed of the internet. It’s got WAY more to do with the quality of the job being offered than the sign on the door of the staffing agency. ***TAKEAWAY*** Fully invest in a vendor who has a track record of attracting (and retaining) today’s workers, and go all-in with that partner. After all, that’s what you want your customers to do with you, isn't it? To quote my favorite (anti) superhero: Maximum effort gets maximum results... even if you have to break a few eggs along the way.

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Gain access to expert advice on attracting and retaining top engineering talent with our comprehensive 2024 Engineering Hiring Guide. Align your strategies with the desires of top professionals so you can focus on finding the best candidates for your organization's needs. Download here:

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