M&M Recruiting Group

At M&M, we take a strategic approach to hiring with our 5-step recruitment process - helping you streamline the course of action, save time and money, and make a well-informed decision.

Step 1) Recruitment Specification: We begin by identifying your needs and crafting apt job descriptions, creating an ideal candidate persona, and specifying screening details such as skillset, experience, and interview questions.

Step 2) Pre-selection: Next, we tap into our internal and external sources to identify and prepare a list of potential candidates

Step 3) 1st Selection: We reach out to interested candidates and conduct interviews based on multiple factors such as profile assessment, organizational fit, etc.

Step 4) 2nd Selection: This step constitutes of rigorous checks such as references, health and security, background, etc. The aim is to narrow down to a small list of A1 candidates and assisting our employer clients with their interview processes.

Step 5) Final Selection: This includes ensuring successful hire, following up with both sides to ensure smooth and successful onboarding, keeping a backup of candidates, etc.

The growing skills gap in the manufacturing industry is a concerning trend that can heavily impact any organization's bottom line. To stay ahead of the curve, it's essential for employers to invest in upskilling and reskilling programs for their workforce. Here are some tips to help you do that effectively:

👉 Encourage continuous learning among your employees to supervise various digitally-powered tasks and apply cognitive skills in places where robots cannot.

👉 Ensure that your re-skilling and upskilling trainings are in a format that helps your team learn well. A combination of practical apprenticeship, in-house workshops, video lessons, digital courses, and virtual reality learning is an ideal choice.

👉 Rapidly identify the skills (both hard and soft) required for your business's future model and launch tailored learning journeys for the same. Take adequate feedback, test rapidly, and reiterate to ensure effectiveness.

👉 Market your upskilling and reskilling packages to a younger candidate audience who may not normally consider manufacturing to be a desirable career path. Attract more job seekers who are young, enthusiastic, and tech-savvy.

👉 If you have a relatively older pool of candidates, take slow and effective steps. Remember that change happens gradually, and your training programs do not need to be hypercomplex. Introducing something as simple as a workshop that teaches how to assemble, operate, and troubleshoot 3D printers can do wonders too.