Jordan Humphreys’ Post

This morning, I read two stories regarding hiring. The first one was in today's email edition of Industry Week. The title of the story is "Why Skilled Automation Engineers Aren't Applying for Your Job". It goes through several reasons, but the main one is that the job description doesn't relate clearly to the KPI's (Key Performance Indicators) of the position. Why would anyone apply for a job if the company with the job doesn't understand and relate clearly what the person in the job is expected to accomplish? The second story was in today's WSJ. It was a column by James Freeman. The title is "Small Firms Have an Easier Time Finding Workers" This column includes skilled and non-skilled workers. So, there is not a direct comparison. I just see the difference in outlook as far as hiring. One is negative and the other is a positive outlook. Small firms are increasing their hiring. It is also interesting to note that both columns believe that hiring will decrease a little in the coming months. As a person who has helped companies hire new employees, especially skilled employees, I see the problem from both the company and the candidate point of view. Companies, usually larger companies using a ATS system, are having trouble because the applicant doesn't know how or just doesn

The market is tough right now for great candidates!, especially in #Automation with current markets. As a Recruiter within the space, I always remain positive that I can deliver the best results for my candidates and provide the ideal match for my clients. Sometimes it just takes time and a discussion with the right recruiter what you are looking for. How do I keep my positivity with multiple Client meetings and Candidate screenings/discoveries in numerous time zones? My secret is just one thing Every day is "Take your dog to work day" Cause I love my job, my industry focus and I get to make an impact with this guy making sure I begin the day positive and end it positive (with a few "Walkies" in-between) Now if you are currently considering your options and work within the Industrial Automation or Process Automation Market. Feel free to connect, drop a message and lets have a discussion on how we can work together and get you to your next step in your career or get you the right profile to join your business! #takeyourdogtoworkday #industrialautomation #processautomation #robotics #motioncontrol #positivityatwork #automationjobs #automationrecruiter

This morning, I read two stories regarding hiring. The first one was in today's email edition of Industry Week. The title of the story is "Why Skilled Automation Engineers Aren't Applying for Your Job". It goes through several reasons, but the main one is that the job description doesn't relate clearly to the KPI's (Key Performance Indicators) of the position. Why would anyone apply for a job if the company with the job doesn't understand and relate clearly what the person in the job is expected to accomplish? The second story was in today's WSJ. It was a column by James Freeman. The title is "Small Firms Have an Easier Time Finding Workers" This column includes skilled and non-skilled workers. So, there is not a direct comparison. I just see the difference in outlook as far as hiring. One is negative and the other is a positive outlook. Small firms are increasing their hiring. It is also interesting to note that both columns believe that hiring will decrease a little in the coming months. As a person who has helped companies hire new employees, especially skilled employees, I see the problem from both the company and the candidate point of view. Companies, usually larger companies using a ATS system, are having trouble because the applicant doesn't know how or just doesn't understand that when you apply for a job on-line you must tweak their resume to fit the position. From the candidate standpoint, the job description being used often is not clear as to what the job's KPIs are. Therefore, the candidate doesn't know how to best tweak the resume. This means the company is often missing out because they do not have the best candidates to apply for the job. At BSI we have a system to assist companies in the hiring process. The initial step is to help them have a process that will result in clearly written job descriptions. This alone will help them to get better candidates to apply for their jobs. To learn more, email charlie@bsiconsult.com.

🚀 Hiring with urgency pays off! 🚀 Big congratulations to the Automation Engineer who just accepted a relocation opportunity! Relocation roles are often more complex, requiring multiple interviews before scheduling onsite visits. But when handled with speed, and constant communication, it makes all the difference. Here’s how this one played out: 💥 Presented on a Tuesday 💥 First Teams interview that Thursday 💥 Second Teams interview the following Thursday 💥 Onsite interview on Sunday (client operates 24/7, travel expenses reimbursed) 💥 Offer presented on Monday, signed by Wednesday Clients with a sense of urgency win. This candidate had other offers on the table, but quick and decisive action sealed the deal. ⏳ Time is of the essence in recruitment! Every step counts. Moving at a steady pace keeps candidates engaged & excited, reducing the risk of losing them to a competitor. Do you agree? How do you keep your hiring process efficient? #DefineHR #Recruitment #Automation #SenseofUrgency #HiringTips #EngineeringJobs #RelocationOpportunities

Are you finding the talent you need when you need them? According to a recent survey of 481 unemployed job hunters, many are taking longer to find their next job while also sending out fewer applications. This article talks through a few reasons why people might be having a hard time finding new positions. One reason they point out is the lack of clarification in job descriptions. Some applicants feel intimidated with the amount of requirements for a position they know they can do. Another reason is employers do not know what they are looking for in candidates. A lot of the time employers know what the role is, but after getting input from Managers and team members the job description turns into a wish list rather than a true job description. This makes it more difficult for employers to identify the right candidate because while they hit most of the boxes they do not all of them. Our office has been working with clients and candidates for twenty (20) years. We understand the ever changing technology and employee landscape and what that means for businesses. Before working on any position with our clients we like to meet and discuss the position(s). This allows us to truly understand the role and help them identify the best candidates possible. Our data driven approach allows us to work with our client partners to not only reduce costs, but also increase employee retention. Reach out to us today if you need assistance finding talented candidates or need help retaining the ones you already have within your organization. As always follow us for more industry insights.  #Talentsolutions #Employeerelations #Employeeretention https://lnkd.in/dA_C8BcH

✨ Struggling to find candidates for industrial automation roles? Need to expand your talent pool? ✨ Recruiters are facing a big battle to place automation engineers in 2024. Why? There is a significant demand and a shortage of industrial automation professionals globally. 🌍 Most automation professionals are happy in their current roles and are very well paid. 💼💰 Automation engineers are not very active on LinkedIn and don't like being contacted by recruiters. 🚫📱 Many unqualified candidates are drawn to automation roles, chasing the big money. They often pepper their resumes with keywords and exaggerate their skills and experience. 📝💼 This is not good for recruiters: ❌Time wasted on cold DMs/emails and screening resumes of deceptive candidates. ⏰ ❌Delays in hiring, leading to client frustration and potential contract losses. 😣 ❌Reduced commissions and increased financial strain. 💸📉 In 2024, recruiters need to adopt a digital marketing strategy that emphasises inbound approaches using quality content. Cold outreach is unproductive and not effective. Promoting job listings on a niche job board enables recruiters to leverage high-quality, industry-focused content and tap into a focused candidate pool of automation professionals. 🎯 🚀 Check out our talent sourcing services at Automation JobSearch and build a robust, focused candidate funnel. We are accepting a select number of trial clients for August. 🔧 If you are a medium-sized engineering firm or technical recruiter, please get in touch to see how we can help you. Receive a discount on job listings by contacting us today. 💼 #automationrecruitment #technicalrecruitment #automationjobs #recruitment

🔍🏢 Ready to Reimagine Your Career in Building Automation? 🏢🔧 Attention Building Automation professionals! Are you seeking a career change that ignites your passion and maximizes your potential? Look no further! In today's rapidly evolving landscape, the demand for Building Automation experts is soaring higher than ever. Your expertise in optimizing building systems, enhancing energy efficiency, and harnessing cutting-edge technology is invaluable across industries. If you're ready to explore new horizons and elevate your career to new heights, we're here to help make that transition seamless and rewarding. Here's what we offer: 1️⃣ Tailored Opportunities: Our network spans a diverse range of companies, from innovative startups to established industry leaders, ensuring we can match you with roles that perfectly align with your skills, aspirations, and values. 2️⃣ Personalized Guidance: Our team of experienced recruiters is dedicated to providing personalized support every step of the way, from refining your resume to acing interviews, ensuring you shine as the ideal candidate for your dream role. 3️⃣ Exclusive Access: Gain access to hidden job opportunities and industry insights that give you a competitive advantage in the job market, putting you ahead of the curve in securing your next career move. Don't let the opportunity for professional growth pass you by! Reach out today to schedule a confidential consultation and take the first step towards unlocking your full potential in the dynamic world of Building Automation. Let's build your future together! 🔑 #BuildingAutomation #CareerGrowth #NewOpportunities #Recruitment #JobSearch

🚀 Is your engineering team delivering projects "right the first time"? 🚀 In today’s competitive environment, minimising rework and design defects is key to staying ahead. But how can you ensure your team has the right skills to execute projects on time with minimal setbacks? 🔍 By developing a skills checklist, you can: ✅ Pinpoint the exact skills needed for each role ✅ Identify talent shortages and address gaps before they impact performance ✅ Improve communication between your HR and engineering teams ✅ Create clear, effective job descriptions that resonate with top talent ✅ Streamline your interview process to find the perfect candidate faster How well-defined are the skills required in your operations? 🤔 Discover how a skills-based hiring approach can make all the difference in industrial automation. Read the full article to learn how you can build a high-performing team! [Link to article] #IndustrialAutomation #EngineeringHiring #SkillsChecklist #AutomationExperts #TalentManagement https://lnkd.in/g8aG_sNW

The future of recruiting will include automation, strategic planning, and better integration with company objectives. Here are 5 areas to watch for ! #humaanresource #organizationalculture #hrcommunity # #careers #nowhiring #recruiter #recruiting

📲 In a world of #technology Craig Fisher reminds us of the power of... ...the human touch. Check out this quick snippet on the importance of building genuine and human relationships during the #hiring process. 🤝