You need a new plant manager. While no new hire is unimportant, managerial roles are vital, and tricky to fill. You need someone who can handle all of their responsibilities and help guide others to effectively do the same. How do you entice managerial candidates who have it all? Your job posting is the liaison between you and your next stellar hire. Here are a few tips to help make it count.
Dangle the Bait
Applicants want to know what’s in it for them. What are the salary estimations for this position? What other benefits – health insurance, 401K – are offered? What is the vacation schedule like? What other gains can be amassed by working for you? Candidates want to know it all. Postings without this information are not only under-informative but may also be perceived as exclusionary for a cause. You don’t want potential candidates thinking you’re hiding a below-average salary or lack of excellent benefits. Show them off!
Note: There is also something to be said for subtlety and allure. Revealing almost everything can be a great way to make them want to inquire. Just be sure you offer something to intrigue them in the first place.
Promote the Culture
Is your company ‘green?’ Do you have a mission statement geared toward charitable work, volunteerism, or stimulating your local economy? Does your company thrive on a culture of interpersonal cooperatives such as holiday events, staff slowpitch leagues, or a company-sponsored cookout or 5k? Whatever it is you and your crew do best should be promoted. People want to know if their beliefs and lifestyles line up with their employers’. After all, full-timers spend one-third of each weekday at work.
Linked to the culture of your company should be an air of positivity. Rather than sprinkle your posting with “no ____” and “nobody with ____ need apply,” just include what you do want in a new hire. Show that you’re proactive, rather than exclusive. Remember, candidates are screening you, too.
When running down the list of skills and requirements applicants should meet, avoid generalities. Being tech-savvy doesn’t mean as much as specifying which programs and software a candidate would ideally be well-versed in. Don’t just specify that your manager should have interpersonal skills. Assume that’s a given, and get down to details. This will help you weed out the lesser-fitting applicants and help candidates know whether or not you’re a fit for them, too.
A fabulous plant manager job posting won’t help you land the next great employee if no one can find it. Work with a notable recruitment agency to ensure your posting gets put where the people are. Let the staffing experts at RHM Technical, a RodgersHouder Company fill your open plant manager positions today.