From Shop Floor Min

According to the National Association of Manufacturers (NAM) survey, 65% of business leaders say attracting and retaining top employees is one of their top business challenges, and another NAM study forecasts that 2.1 million manufacturing jobs will go unfilled by 2030 due to a lack of qualified talent.

Since the hiring environment has become so challenging, many companies use a leading employment testing solution like the eSkill Talent Assessment PlatformTM to build a talent pipeline.

What Are Manufacturing Engineer and Manufacturing Manager Skills Tests

Skills tests show whether candidates can do a specific job. They might evaluate assembly line best practices, basic safety procedures, reading blueprints and schematics, and basic industrial math for manufacturing.

Specialized assessments such as the eSkill Manufacturing Engineer, Industrial Production Manager, and Operations Management test candidates’ manufacturing engineer and manufacturing manager skills. There are also assessments to evaluate management and leadership skills, such as Team and Project Management.

For instance, if you needed to hire a manufacturing operations manager, you could build an assessment using questions from the eSkill Industrial Production Manager and Operations Management skills tests and add questions from the Leadership and Management Skills assessments.

Why You Need Manufacturing Engineer and Manufacturing Manager Skills Tests

According to McKinsey, hiring superior talent increases productivity by up to eight times. In advanced fields such as information technology and manufacturing, high performers are 800% more productive than average performers.

These are some reasons why you need to use manufacturing engineer and manufacturing manager skills tests.

  • Minimize Expensive Hiring Errors: Hiring mistakes are expensive, especially at the managerial level. According to the U.S. Department of Labor, hiring a bad manager can cost a company thousands of dollars in recruiting expenses, incomplete projects, staff disruption, and loss of customer goodwill.
  • Lower Turnover: U.S. businesses lose $1 trillion annually due to voluntary turnover, and replacing an employee can cost up to one-half to two times the employee’s annual salary. You can avoid costly turnover expenses by ensuring employees are a good fit before you hire them.
  • Streamline Onboarding: According to the Society for Human Resources Management (SHRM), organizations with an effective onboarding program retain 91% of new hires during their first year of work. First impressions are important, and onboarding is a new hire’s first experience with your company. So, you need to make the experience a positive one.
  • Identify Top Performers: You invest a significant amount in managerial employees. So, you should take full advantage of their knowledge. Manufacturing engineer and manufacturing manager skills tests help you identify top-performing employees and those with in-demand skills you currently need or will need in the future.

Improve Hiring with Manufacturing Engineer and Manufacturing Manager Skills Tests

Business leaders can no longer rely on traditional hiring tools because around 80% of applicants lie on their resumes and during interviews. So, a candidate who seems perfect could be your worst nightmare.

The following scenario shows how manufacturing engineer and manufacturing manager skills tests ensure candidates have the required abilities and experience.

Malia, the HR manager for a medical equipment production facility, was recruiting candidates to fill a plant manager position. The person would be responsible for five production lines in three and oversee a staff of 7,500 assembly workers, maintenance technicians, supervisors, and foremen who worked on three shifts 24/7. She posted the job and evaluated the resumes of all the applicants who responded.

When she reviewed the results, Suresh emerged as the top candidate. His resume indicated that he had extensive manufacturing and plant management experience and had manufacturing experience at several prominent medical equipment companies.

She called the references he supplied and heard good feedback from all of them. Zhang, the President and CEO, gave him rave reviews, as did other members of the senior management. Malia and Zhang were confident they had found the perfect candidate and offered Suresh the job.

Suresh came on board, and the problems soon began. He had good technical manufacturing and engineering skills and had worked at medical equipment companies, but he had never been a plant manager. Suresh wanted to advance his career. So, he exaggerated his experience on his resume, hoping he could “wing it” while he learned on the job.

His inexperience caused downtime on several production lines and quality control problems that required expensive rework. The result was production delays and late shipments, several to key customers. After a few months, Suresh quit because he knew he would be terminated.

If this company had used employment assessments, Malia could have asked candidates to complete the manufacturing engineer and manufacturing manager skills tests, and the results would have shown that Suresh did not have the skills and experience required for the plant manager job. The company had spent thousands hiring Suresh and now had to incur additional costs to replace him.

Get Started with Manufacturing Engineer and Manufacturing Manager Skills Tests

Many manufacturing businesses use manufacturing engineer and manufacturing manager skills tests to identify candidates with manufacturing leadership skills. This enables them to build a pipeline of candidates that could fill critical positions in the future. Do you want to learn how using manufacturing engineer and manufacturing manager skills tests can help you recruit future manufacturing leaders? Contact us to request a demo.

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