Finding the Right Fit
A CEO Inc. News/Blog
Manufacturing Is Measuring the Wrong Problem
The Production Problem Isn't Capacity. It's Disconnected Data.Manufacturers spend enormous amounts of time measuring machine utilization, labor availability, production capacity, and output targets. Those metrics matter. But they are often not the real problem.The...
The Talent Pipeline Problem — Why Manufacturers Need to Think Beyond Today’s Openings
For many manufacturers, hiring starts when a position becomes available. A maintenance technician resigns. A production supervisor retires. A new project creates demand for additional engineering support. The search begins. But in today's labor market, waiting until a...
The Candidate Experience Starts with Real Communication
Looking for a new job can be exciting, but it can also feel stressful, uncertain, and deeply personal. For many candidates, it’s not just about finding another position — it’s about finding the right fit for their life, career goals, and future. That’s why real...
Workforce Stability in an Uncertain Economy — Why Manufacturers Are Prioritizing Strategic Hiring
Economic uncertainty can create difficult decisions for manufacturers.Fluctuating demand, supply chain disruptions, rising costs, and changing market conditions often force organizations to evaluate how they manage their workforce.Yet one thing remains clear:...
Improving Employee Loyalty: The Challenge of the New Workplace
The cause this unfortunate turn of events is not hard to figure out. The truth is companies have become just as cold toward employees. As employees are treated more and more like expendable commodities and a means to an end, rather than valued and important components of the overall organization, they will continue to feel disconnected from their work and employers.
Hiring Speed: A Crucial Component of the Recruiting Process
Clients who drag out the process of hiring and making an offer to recruits are doing a tremendous disservice to themselves, the potential hire and you! I recently had a company take 11 business days to make an offer after a final interview. During the 11 days, the candidate had one on-site interview and two phone interviews with three other companies.
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