ASA Central Network

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Original Message:
Sent: 7/27/2021 6:22:00 PM
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Hi Sara!

There's so much to consider in this current labor market, and I think your questions are really key right now. One thing I'd reflect on at the moment is have your recruiters' KPIs adjusted to consider the impact of remote work? Can you shift the focus in a way that's more directly attributable to the impact on your hiring goals? For us, we've really shifted our focus to messages sent and phone calls made over interviews conducted. We can't control no-call, no-shows for interviewees. But we CAN control how many people we proactively reach out to, and we can measure it. I think this ties into @Catherine Volpe's response regarding good training. Giving the team the tools to be successful and holding them accountable to their use of those tools are critical!

The other thing to consider is the impact offering remote opportunities has on your ability to attract talent for your internal positions. Having remote opportunities puts you at a competitive advantage to attract skilled recruiters, which would, ideally, allow you to make more placements. We actually posted a remote recruiter role, and it has so far surpassed the results we've seen with our in-person opportunities, so that demand for remote work is still very high.

Also, I'm curious as to what the current expectations are for your target market. Are you seeing more applicants who're wanting that in-person interview experience? We recruit heavily in the manufacturing space as well, and we're still seeing that a majority of our applicants expect to conduct interviews virtually!

All the best,  ​​

------------------------------
Scott Glavac
Senior Marketing Communication Specialist
Integrated Human Capital
San Antonio TX
(210) 388-0680
------------------------------

Original Message:
Sent: 07-27-2021 18:21
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Sara - In reading your two questions, it seems that the real issue you are dealing with is whether or not to support a business model that includes a virtual workforce. So the real question is, "Can a staffing business compete successfully utilizing remote staff?" My opinion is "no." Staffing has been, is, and will continue to be a people business. That is our trade, and that is our unique talent. To establish and sustain a healthy corporate culture and maintain consistent growth, I believe the people doing the work must be able to share as much common interest in its success as they can. A big part of that includes having direct and personal access to one another. New studies are beginning to indicate that over the course of the last 18 months, remote workers have become much less productive and more disconnected from the mission and vision of the organization that they are a part of. 

So is it possible for recruiters to successfully recruit remotely for entry-level positions? Yes, it is possible. Is it practical, and will it allow for business momentum and growth? Is it a long-term strategy that will drive continuous improvement? I think not. I have provided a phased return to work plan for several other staffing firms that might interest you. I'm happy to share that with you.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 07-27-2021 18:21
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Hello Jay,
Yes, would you please share your recommendations/workflow about remote workers returning to work and back into the office/workforce?

Thanks you,
Nicholas

------------------------------
Nicholas Martin
Partner/Member
Staffing Solutions LLC
Portland OR
(503) 295-9948
------------------------------

Original Message:
Sent: 07-30-2021 09:15
From: Jay Mattern
Subject: Remote Recruiting Help

Sara - In reading your two questions, it seems that the real issue you are dealing with is whether or not to support a business model that includes a virtual workforce. So the real question is, "Can a staffing business compete successfully utilizing remote staff?" My opinion is "no." Staffing has been, is, and will continue to be a people business. That is our trade, and that is our unique talent. To establish and sustain a healthy corporate culture and maintain consistent growth, I believe the people doing the work must be able to share as much common interest in its success as they can. A big part of that includes having direct and personal access to one another. New studies are beginning to indicate that over the course of the last 18 months, remote workers have become much less productive and more disconnected from the mission and vision of the organization that they are a part of.

So is it possible for recruiters to successfully recruit remotely for entry-level positions? Yes, it is possible. Is it practical, and will it allow for business momentum and growth? Is it a long-term strategy that will drive continuous improvement? I think not. I have provided a phased return to work plan for several other staffing firms that might interest you. I'm happy to share that with you.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855

Original Message:
Sent: 07-27-2021 18:21
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Nicholas:

This appeared in an earlier posting on ASA Central in response to a question about how to get the staff fully back in the office:

• Stage 1 - Conduct an internal review with your top leadership team about what roles, if any, will remain virtual.
• Stage 2 - Along with stage 1, consult with your leadership team to determine a hard date when you expect everyone to return to the office.
• Stage 3 - Open up the return to the office to those ready and willing to do so.
• Stage 4 - Publish the final return to work date for everyone to all staff members. Ask for commitment/confirmation from each person who is still working remotely.
• Stage 5 - Reach out individually to each staff member who did not commit/confirm in stage 4.
• Stage 6 - Full execution of the return to the office plan.
• Stage 7 - For those who did not return, either move them into a role that remains virtual (see stage 1) or replace them.

Given the requirements involved in staffing, I realize it may be difficult to have some staff members in the office and some on the same team working remotely. No one said this would be easy, right?

Best of luck to you.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855
------------------------------

Original Message:
Sent: 07-31-2021 06:06
From: Nicholas Martin
Subject: Remote Recruiting Help

Hello Jay,
Yes, would you please share your recommendations/workflow about remote workers returning to work and back into the office/workforce?

Thanks you,
Nicholas

------------------------------
Nicholas Martin
Partner/Member
Staffing Solutions LLC
Portland OR
(503) 295-9948

Original Message:
Sent: 07-30-2021 09:15
From: Jay Mattern
Subject: Remote Recruiting Help

Sara - In reading your two questions, it seems that the real issue you are dealing with is whether or not to support a business model that includes a virtual workforce. So the real question is, "Can a staffing business compete successfully utilizing remote staff?" My opinion is "no." Staffing has been, is, and will continue to be a people business. That is our trade, and that is our unique talent. To establish and sustain a healthy corporate culture and maintain consistent growth, I believe the people doing the work must be able to share as much common interest in its success as they can. A big part of that includes having direct and personal access to one another. New studies are beginning to indicate that over the course of the last 18 months, remote workers have become much less productive and more disconnected from the mission and vision of the organization that they are a part of.

So is it possible for recruiters to successfully recruit remotely for entry-level positions? Yes, it is possible. Is it practical, and will it allow for business momentum and growth? Is it a long-term strategy that will drive continuous improvement? I think not. I have provided a phased return to work plan for several other staffing firms that might interest you. I'm happy to share that with you.

------------------------------
Jay Mattern
CEO
TerraFirma Marketing
South Bend IN
(574) 213-3855

Original Message:
Sent: 07-27-2021 18:21
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Original Message:
Sent: 7/27/2021 6:22:00 PM
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------

Hi Sara - 

We are about 75% industrial.  Our team didn't work remote but our offices were closed to the public.  We did our entire process virtually.  We opened to the public on May 3rd after 13 months of being closed to the public.  We are still doing about 60% virutal interviews even after opening our offices.  While nothing right now is a good test of what is best for this target market, it seems that it could be possible with the right tools in place.  I think that the best thing to do is keep a very close eye on your market and a mixed approach it probably the best to target candidates.

------------------------------
Sara Luchsinger PHR, CSP
Vice President, Organizational Development
SEEK Careers / Staffing Inc.
Grafton WI
(262) 377-8888
------------------------------

Original Message:
Sent: 07-27-2021 18:21
From: Sara Knoester
Subject: Remote Recruiting Help

Hello Everyone,

I'm looking for advice on the best practices for remote Recruiters, specifically in the manufacturing industry. Though this is not common in our niche, due to COVID, all of our recruiters were forced to work remotely. Last year around this time, our recruiters were easily hitting their numbers, so I know it's possible, however, remote recruiters tend to be more commonly hiring for skilled and professional positions, rather than entry level factory workers. Now, as we are getting back into the office, we are looking into if we should all get back in the office, or if remote work is still possible.  My two questions would be:

• Do you think it is possible for a entry level/manufacturing recruiter to successfully recruit remotely?
• Do you believe that the current state of our talent pool (specifically in the manufacturing industry) is making it harder to recruit remotely?

------------------------------
Sara Knoester
President
Mixed Staffing and Recruiting
Grand Rapids MI
(616) 647-5721
------------------------------