Like most managers, you probably find hiring entry-level workers to be a frustrating process. For one thing, you’ll likely have to sift through a lot more applications and resumes than you would for positions that require more skills and training. And for another, you won’t have much to go on since entry-level applicants don’t have a lot of credentials.

However, you should look twice a these candidates. Entry-level workers require lower wages and tend to be more amenable to learning your company’s methods, and these factors can make it worth the extra effort. Here are a few suggestions for streamlining the hiring process so you can find entry-level assembly workers who can become an important part of your organization.

Screen only for what you need

You might have gotten into the habit of screening your candidates based on qualifications that you don’t need from them. It wastes valuable time if you look for skills or years of experience when all of the training that’s required can be done on the job.

You can use assessments to measure the soft skills — work ethic, dependability, etc. — that will uncover the best fits for your entry-level openings. These are the skills that will be most important to the position.

Improve your selection process

Once a position comes open, there is often a mad dash to fill it, and you fall back on your usual hiring methods, which might have become outdated and inefficient. Remember, because this is an entry-level opening, there will probably be lots of applications. Now is the time (before you have an opening) to look at which parts of the process can be automated. Here are a few things to consider:

  • Bring your applications online
  • Install a screening program that properly eliminates unqualified applicants
  • Make sure the program allows you to communicate with large groups of candidates and update their records quickly

You’ve pored over reams of applications in the past and have probably come up with a bad choice once or twice. From now on, use these automated assessments and screening programs to turn hiring into a consistent process that leaves you with fewer applications to review.

Make sure your candidates are interested

This step is often overlooked. But you can’t assume that just because someone applied for the job, they are seriously interested in it. After all, these are entry-level assembly positions that will not appeal to everyone.

What’s the best solution? Ask them questions about their likes and dislikes early in the process. Then compare their answers to the requirements of the job. Yes, you could end up losing some candidates, but think of all the time and money you’ll be saving in both the hiring process and training.

We can help you find entry-level assembly workers

Need help screening for entry-level workers? There’s no need to go it alone. Get in touch with HCR Personnel Solutions, a leading manufacturing recruitment agency in Canada that recruits top professionals for exceptional career opportunities.

 

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