Filling a manufacturing position on your team is a very big job. Choosing the wrong candidate can be quite costly, so you want to do everything in your power to get it right the first time.
The manufacturing field is quite broad, but many of the abilities needed to shine in this line of work are the same across the board. Of course, this also means glaring issues that a candidate isn’t the right choice are also similar in nature.
Being aware of the signs that clearly indicate a bad hire is a must when interviewing candidates. Here’s some advice to help you avoid a major hiring mishap.
Three Red Flags When Interviewing Manufacturing Candidates
Manufacturing professionals often work on large job sites, so you can’t watch their every move. Therefore, you need someone who can be trusted to work without much supervision.
Gauge a candidate’s reliability by asking questions like “What do you do when you’re unable to finish an important task before the end of the workday?” and “Tell me about a time a personal situation caused you to miss work.” Responses to these questions will help you determine whether or not the person is someone you can count on.
Punctuality is another key reliability indicator. If the candidate shows up late to the interview, feel confident they will do the same thing on a regular basis, if hired.
Lack of Problem-Solving Skills
Things don’t always go as planned in a manufacturing environment, so you need employees who are willing and able to identify and resolve issues as they arise. If the problem is a big one, you might have to step in, but it’s important for workers to take the initiative to handle day-to-day glitches.
Questions like “Describe a time you had to solve a problem independently,” will help you learn more about their critical-thinking abilities. Use their response to decide if they have what it takes to succeed on your team.
Manufacturing jobs are largely team-oriented, meaning effective communication skills are a must. Candidates should have the ability to clearly explain issues in a highly technical manner to their immediate peers, but they also need to be able to describe complex issues in a way workers in other departments can easily understand.
Questions like “Have you ever had trouble communicating with a team member? If so, how did you overcome this hurdle?” will help you determine if they’re a good fit.
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