Ultimately, your employees’ mindset directly impacts your bottom line.

And having a team built around those with a growth mindset could be just the ticket to success. Those with a growth mindset are individuals who will be constantly working to push the business forward. They’re always willing to learn, and always looking for ways to progress – not just their careers, but the way things are done; improving efficiency; increasing output. In a manufacturing environment, it’s attributes like these you should seek out when hiring.

Fixed vs growth mindset

The fundamental difference between these two types of mindset could make a big difference to your business.

Those with a fixed mindset believe that we’re born with a certain threshold for talent. You may be gifted in one area, which is a result of your genes; those things you aren’t quite so gifted at can be worked on, but ultimately there’s a ceiling you’ll hit at some point. A fixed mindset sees limitations to how far they can take a skill.

Those with a growth mindset, on the other hand, look at the world a little differently. They’re the ones who see a hurdle, then work out what they have to do to get to the other side. They see the skills they don’t have simply as something yet to be learnt. They’re constantly looking for ways to progress, develop, improve on an existing skill.

Those with a growth mindset are typically more proactive, and oftentimes their performance at work will reflect this.

3 ways to identify growth mindset at interview

So, how can you spot all of those exciting traits in an interview setting? Well, start by:

Asking questions about their goals and aspirations

While this seems like a pretty standard topic to come up at interview, dig a little deeper. The goals they talk about – are they tangible, or textbook? The aspirations they mention – do their eyes light up as they talk about how they’ll get there, or do they sound defeated and unrealistic?

The way a candidate talks about their future says a lot about the mindset behind those thoughts.

Asking questions about their successes to date

Again, an obvious one. But more important than the successes themselves is the way they talk about what they’ve achieved, namely who and what they attribute their successes to.

Someone with a growth mindset understands where their strengths lie, but may take pride in the wins that didn’t use these skills. They may favour the achievements that required them to step out of their comfort zone and to learn or try something new or different. This makes them progressive thinkers, who are more likely to step up to the plate in times of change.

Asking questions about the challenges they’ve faced thus far

How do they talk about any bumps in the road or things they’ve found difficult throughout their career? Do they take accountability or shirk responsibility? Is there anything they would, could, or should have done differently in these situations, or was it a lost cause?

The way an individual takes on challenging situations says a lot about their mindset. Those with a growth mindset will problem solve, learn, adapt, in order to head things off. Those with a fixed mindset may make excuses or blame others for their failures.

We qualify the talented jobseekers we work alongside with all of the above in mind. Our process is tried and true, whether it’s a specific set of skills, a certain type of experience, or simply a growth mindset that your business needs in its next hire.

Get in touch to learn more about how we can help you.

Your customers become your brand advocates, essentially.

So, when it comes to building your workforce, the same goes. Word of mouth – or employee advocacy, as we in the staffing agency world refer to it – is an incredible tool for attracting the staff you need to your growing roster.

What is employee advocacy?

Employee advocacy is effectively the sum total of what your staff say about you to those outside of your organization. It’s what happens every time they tell someone, “I absolutely love my job,” or, “My company’s really great,” or eve, “My boss is awesome.” It’s every comment made about what it’s like to work for you – your business, your leadership team, and the culture you’re promoting.

What does a strong employee advocacy scheme do for you?

If we begin by saying…

1. It can increase the number of employee referrals you gain,
2. Decrease your time-to-hire,
3. And ultimately help you recruit better talent faster,

…It’s merely the tip of the ice berg in terms of insight into what having your valued employees saying great things about your company can do. The benefits of building a host of internal advocates (AKA, quite simply, people who love working for you) may just solve some longstanding hiring issues, not to mention doing your company’s brand some good in the process. You’ll become known for the positive company culture you’re building, and fundamentally:

People will want to work here.

How to improve employee advocacy

There are a few quicker ways to make an immediate impact on employee advocacy, and some more slow burning. Have a read of our top tips for improving employee advocacy for your organization.

Get sharing on social media

Encourage your team to share snaps or videos while at work – safely and appropriately, of course – whether it’s a quick snap of a team lunch outing or a quick video of what’s happening in the office today. Build a social media presence on LinkedIn, Facebook, even Instagram, and have those who feel comfortable doing so getting involved and sharing.

It’s a really candid way of showing what it’s like to work for you, and from the very people who do just that. Keep it professional, but don’t be afraid to give the talent pool something to get excited about on a personal level, too.

Promote a transparent culture, where everyone has a voice

Employee advocacy means that your people are promoting your organization. They can only do so in a positive light if they feel that their opinion is one which is valued and heard in the workplace.

Transparency is key to a progressive company culture and a strong sense of employee advocacy as a result. Encourage open communication. Celebrate idea sharing. And listen to what your people have to say, whether it’s about the workplace itself, a way of innovating yet to be implemented, or otherwise.

Engage with a specialist agency who can advocate on your behalf

Think of us as an extension of your team – one who knows how to get your brand as an employer in front of the right people. When you partner with the team at Next Level Group, you’re engaging with a dedicated specialist who wants to build your next generation of employee advocates.

What do your employees say about you?

What is sourcing?

Sourcing is ultimately the actions you take to both seek and attract applicants. It’s the way you engage with the talent marketplace; your methods of outreach. It’s just one part of the extensive recruitment process, but it’s not a small one – it encompasses not just how you find them, but how you then capture their attention and create a channel of communication.

Needless to say, it’s an important piece of the puzzle. Which makes the metrics which surround it both fascinating and extremely useful for executing an effective campaign.

Key candidate sourcing metrics you should be tracking

The sourcing metrics you should be tracking will help you streamline your recruitment process and ultimately hire better, faster. Here are some items to think about:

Your most effective sourcing channels

Sourcing channels are – well, exactly that: the places you find your candidates. This might include online job boards, social media, word of mouth, employee referrals and more. You should be monitoring and collating data around where applicants come from in general, moreover where your most relevant, experienced and successful hires are found.

By analyzing and picking out the ways which work best, you’ll be able to improve conversion rates – and ultimately, put your recruitment budget in the right places.

Sourcing productivity

A great sourcing strategy on paper doesn’t mean an effective one in practice. You’ll need to measure how much effort is undertaken on your team’s part to actually get hold of the applicant once they’ve put their name in the hat – how many times they try to reach out before communication is initiated, how many emails are sent, how much time spent chasing down candidates, etc etc. The activities which go into the process itself will point out areas which need revising and/or improving.

The speed of the candidate journey

Leading on from the previous metric, which covers the activities which denote how long the process actually takes. When did this candidate apply for the job, and how much time has passed between then and their job offer being made? Our next of the key sourcing metrics is knowing how long it takes you to hire.

Track the speed at which you’re able to bring talent through the process, taking particular note of any blockers and barriers which are slowing things down. The faster you can process talent, the more likely you are to secure them.

Finally, those all-important conversion rates

Of course, the final but arguably most important sourcing metric you should be tracking: conversion rates! How many of the applications received for your job are actually relevant? Of those, how many do you manage to move to interview stage? From there, how many make it to the second round? How many offers are made (if filling multiple positions, as so many of our clients in the manufacturing space are) and, of the offers made, what percentage are accepted?

It’s important to know if your recruitment campaign is efficient and works well, but it’s also crucial to understand whether you’re making competitive job offers and finding the right level of talent.

Understanding your key candidate sourcing metrics

It’s part and parcel of what we do here at NLG. As a dedicated staffing solutions partner, whether you’re looking to fill one role or a hundred, we’re well versed in understanding what makes a campaign work.

To learn more about how, get in touch today.

And the same can be said for the talent landscape – an area that, perhaps, hasn’t had quite the credit it deserves. Yes, jobseekers – I’m talking to you.

Here at NLG, we speak with jobseekers every day. We talk “shop”, of course – tell me about your experience, what you’re looking for next, where you can see yourself working. But then there’s the real piece myself and my team love – the reality of jobsearching during a pandemic. These are the things we really want to know – how are you finding the market, how is your job search going and, most importantly, how are you doing?

It’s been as tough a ride for the world’s jobseekers over the past two years, so here’s just a little appreciation for what they’ve been through.

You’ve dealt with the unprecedented and sold yourself all the same

Jobseekers, whether you decided to look for a new opportunity pre-pandemic or whether the choice wasn’t yours to be made, no one planned for this. No one planned for a job search with so many stop-starts, so much unsurety, such little ability to talk about the future and what it may hold with this company or in this position. When everything is still happening around you, how’s it possible to talk about where you want to be in a few months’ time, let alone a year?

Yet jobseekers have made plans, set goals, and talked about them fluidly with potential employers. They’ve shown steadfast courage in their own careers, despite anyone really knowing what the future holds. All this while learning an entirely new way to interview – online, largely.

You’ve come back every time, no matter how many disappointments

For every business which had to close down during the pandemic for one reason or another – lockdowns, permanent closures, or otherwise – there’s a jobseeker who’d hoped to work for them. There’s a jobseeker who’d been waiting on a job offer, which was then left unmade – to no fault of either party. There are jobseekers out there who thought the opportunity of their dreams was finally around the corner, before restrictions left them unable to job search altogether, let alone pursue this specific role.  Yet, they still press apply the next time, because they’ve had to.

You’ve faced down countless stats and beaten innumerable predictions

It’s one thing to throw yourself into a job search with a ton of motivation day in, day out; it’s another thing entirely to do so while constantly hearing stats and expectations for your industry, for the economy, for jobseekers themselves – few of which have been particularly positive, at times! Jobseekers over the past couple of years haven’t had it easy when it comes to the mental challenge of finding a new role. To continue to apply for positions, show up to interviews, and give their absolute best in the face of many unpromising numbers about jobs being talked about constantly on the news and social media… That’s something worth celebrating.

You’ve adapted, pivoted and reskilled

When the profession you’ve spent your career honing was unable to provide employment opportunities, you thought about where the skills you have could add value elsewhere. You’ve adapted countless resumes to reflect transferrable experience. You’ve learned new skills to break into a more “pandemic-proof” industry. Over the last couple of years, jobseekers have had to adapt in very much the same way organizations have done. Where many could have seen it as a door closing, jobseekers are expanding their skills, knowledge and experience in new ways in order to see this as a door on its way open.

You’ve persevered despite all of the above

So hats off to you, jobseekers. And, if you’d like to talk about opportunities here in the manufacturing world, we may have an opportunity or two to discuss – get in touch.

Why is that?

While it’s impossible to say entirely, one thing’s for sure: the way you job hunt will need to shift in order to stand out from the crowd. If everything around you is changing, it’s time to adapt. In an ever-evolving job market, that may just mean trying something new, taking a different approach.

Here are our top three new approaches to take to your job search during the pandemic (and after, for that matter!)

Reverse engineer your job search

Stop looking for job opportunities – start looking for amazing organizations you’d like to join. Instead of trawling the job boards and throwing your name into the hat, begin compiling a list of companies you’d be proud to work for; businesses whose values align with your own, and where you know your skills could add value in one way or another.

Next, do your research. Do you share any connections with their decision makers on LinkedIn? If yes, someone who formerly worked there, chat to them to learn about their culture and what it was like. If you know someone who currently works there, all the better – how are things, what are the future plans and goals, and how might you fit within them?

There may not be an open position that’s going to be a perfect fit right now, but your aim should be to develop an understanding of – and ideally, a relationship in some way with – a company you could work for at some point. When you feel it’s a fit, make a professional approach with your value proposition at the forefront, and see what happens.

Highlight relevant skills AND complementary ones

At this point, standing out from your jobseeking peers is crucial. Invest in your application package and take the time to understand what it is that a potential employer is looking for. Read each job advert you apply to carefully; comb their website for some buzz words and key attributes to mention.

Next comes all recruiter’s favourite piece of advice: tailor your resume.

And when doing so, instead of just inserting the odd key phrase here and reordering your skills, add some new ones. Think about the skills you know they want, and logically work out which skills you have that are going to really complement these. Try to touch upon both what the hiring organization wants and what they may need. It’s these additions that will stick in the minds of the individual reviewing the applications. Yes, it’s more effort per application – but your conversion from application to interview will thank you.

Solve problems and offer ideas

Now that you have their attention, instead of talking about how your skills fit the job advert so perfectly – talk about why. What problems are you going to solve for the business? What improvements can you make? What challenges can you help them overcome? Further to this, what ideas can you bring to the table? Where do you see room for innovation?

Jobseeking now should be more than a focus on whether or not you tick the boxes. It’s about the value you can add. The what, why and how of yourself as a key new hire.

Jobseeking during the pandemic with NLG

The great thing about all of the above? When you partner with a staffing agency like NLG, we do exactly this for you. We work closely with every candidate on our books to identify the most suitable opportunities – live vacancies or not – and work together to proactively approach your job search.

The pandemic has changed a lot, but the value of a solid recruitment partner has never been more evident.

We’re excited to help – don’t hesitate to get in touch with our team of fantastic consultants today.

And where better to do so than within North America’s thriving manufacturing industry?

The manufacturing sector this year has faced challenges it never saw coming. But let’s go back a little further, into an industry which has been transformed over the last decade with the implementation of incredible technology. This might look like hardware (such as precise sensors which accurately measure output, waste, and so much more) and high-powered software alike (to help manufacturing businesses analyze, utilize, and store such information). Both of these additions to the manufacturing environment have taken our understanding of productivity to new heights.

And with that comes its own challenges. If you work in or around the continent’s manufacturing space, you’ll have been hearing the words “skilled labour shortage” for a while now. While technology has truly found a home here, that has meant a shortage of those who know how to implement, use and maintain it.

Enter this week’s career spotlight: technology in manufacturing.

It’s no secret that “tech is the place to be”, as it were. With the advent of new technology being used in innovative ways comes those who need to challenge, control, and make sure it’s working at its best. Many manufacturing organizations are faced with a lack of technically skilled staff to take on these positions. So, if you possess an analytical mind, a nose for tech and a problem-solving attitude, you possess all traits that a forward-thinking manufacturing business is looking for at the moment.

And it isn’t all hi-tech talk and software. The technological systems in place in any workplace need to be physically maintained, too – a career choice which would put you at the forefront of tech without the… Well, tech-y bit. Careers in manufacturing technology bleed into assembly, processing, QC and many other areas of the business as a whole, meaning there’s tons of opportunity to transition and progress both vertically and horizontally.

Careers in manufacturing technology: Sustainability

The pandemic may have poked holes in the manufacturing sector’s processes and operations, but in doing so one thing rang true: we need the goods we need, and we need them fast. In terms of building a sustainable career, the combination of technology within manufacturing is a winner.

In the realms of supply, demand and now innovation, there’s no ceiling.

Careers in manufacturing technology: Longevity

Class yourself as a keen learner? As technology continues to grow and develop, and as manufacturing businesses continue to reap the rewards of utilizing it, there’s learning opportunities aplenty. And, as those pursuing a career in this route become specialists in their field and grow adept with how technology can and should work, those same manufacturing businesses will become competitive employers who are keen to keep you around.

The career path is longstanding and ever-evolving – with no end in sight.

Careers in manufacturing technology: Excitement

The best bit about a career in manufacturing technology? It’s a journey, and there’s no telling where it could go. Tech is an exciting space for those focused on building a fast-paced, progressive career. One where the challenges are vast, the scope constantly adjusting, and the rewards are huge. A career in manufacturing technology will be challenging, but exciting and engaging too.

If you’d like to explore opportunities within the manufacturing workplace, partnering with NLG brings you not only access to incredible opportunities, but the inside track on the ones you’re a great match for. Learn more about our services for jobseekers here, and don’t hesitate to reach out if you’re on the market for new career opportunities within manufacturing.

The truth is, there’s a huge difference between being busy and being productive. The busy vs productive debate is ever-raging.

Being busy isn’t always a bad thing – in fact, for some, it’s a huge motivator. But they key is to ensure that to achieve optimal performance, you’re getting those things you need done, done. Those who are busy may find themselves frantic, starting one thing and jumping to another; those who are being productive are finishing what they started.

Perfectionism over purpose

Feeling like you’re never going to reach the end of your to-do list today? It’s no secret that perfectionism is what often keeps many of us busy, at the detriment of overall job performance. If you find yourself consistently busy but unable to actually tick items off the list, it may be that the level of perfectionism you’re aiming for is actually barring your way toward productivity.

Being productive means going in with a purpose. Before you begin a task, know what you need to get out of it. This will of course depend on the nature of your work. Does this task need to be completed properly, but fast? Does it require a higher level of concentration? Is it something you can simply delegate? Don’t let unrealistic or inconsequential standards block productivity here.

Productivity through prioritization

One of the things which differentiates A-players is the ability to prioritize effectively. It’s inevitable that tasks are going to pop up throughout your day or week which may throw things somewhat off course; the key is in how you deal with them.

Prioritize tasks by urgency, importance, and essentially make strong decisions in what can wait. In doing so, you’ll set yourself on a road to actually achieving the things which count toward your own performance or that of your company/employer. Like we said, being busy doesn’t have to be bad, but “busy doing nothing” is. If you’re constantly run ragged with things to do, but those business-critical tasks aren’t being met, it’s going to lead to longer term issues – so take stock, and prioritize accordingly.

Accountability at all costs

One of the final, but most pertinent differences in the busy vs productive debate comes down to knowing your limits.

Particularly when you start a new job, you want to say yes. You want to take on more responsibility, grab new tasks with both hands, and really prove yourself to your new employer. But, in doing so, you might just end up doing yourself a disservice. While setting expectations high isn’t a bad thing, it’s as important to deliver to them consistently.

If you’ve taken on too many projects or tasks, you’re going to find yourself busy, frantic, and possibly on the way to burnout – all of which lead to less chances of success. They say that a busy person says yes quickly, while a productive person says yes slowly; they’ll get it done, but not until after some thought about how and where it’s going to fit.

Either way, whether you’re busy, productive, or both, it’s important to take accountability for the things you’ve said you’re going to do. If you find that you’re taking on more than you’re completing, or handing tasks back to whoever or wherever they came from unfinished, it’s time to work out why.

Busy vs Productive

If you’re feeling either busy, productive, both, or even neither in your current role, but feel it may be time for a change, check out our jobs page to see some of the great positions up for grabs currently.

Needless to say, it’s an undertaking you’ll need to be prepared for ahead of time.

Which is why, in many cases, it’s already too late. When hiring becomes a definitive need instead of a would-be-nice or even a slightly more urgent must-do-soon, your chances of a successful hire with longevity become far more narrow. Not only that, you’re now in a potentially tight spot with critical business outcomes on the line – all of which could have been avoided.

At this point, it’s too late to start recruiting. Of course, that’s exactly what you still need to do – but it won’t be easy. Here’s why it’s already too late to start recruiting.

You’re feeling the effects of this individual’s absence

While we as business leaders can’t see every upcoming hurdle and plan for every eventuality, what we do need to be is cognizant. Cognizant of the workforce we have, the gaps we see, and the potential challenges posed should someone in a specific role or responsibility leave. If you’ve been unable to get down to doing some solid succession planning and a crucial member of the team ups and leaves unexpectedly, it can be tough to manage. Things only get worse as, while you’re busy scrambling to fill the space left and ensure that productivity doesn’t decrease in their absence, hiring either doesn’t get the focus it needs to find the right person, else it takes a backseat altogether. If you’re already feeling the effects of there being no person able to fulfil, if even for the meantime, the duties of the job you’re trying to replace, this recruitment campaign could prove to be a tricky one.

You misjudged the talentscape and your person isn’t available

You know how we’re always preaching about how candidates need to do their research ahead of an interview? You, the employer, also have a responsibility to know what you’re coming into. The talent marketplace is an ever-evolving, fast-moving place. Skills shortages happen unannounced. The keys that keep you competitive come and go in popularity, requiring constant adaptation. Whatever the reason, the fact of the matter is, you’ve begun a recruitment campaign and swiftly found that the person or people your business needs simply aren’t available. Whether they’re not looking, non-existent, or simply not interested in your offering, this slip in judgement means that you’re already late in the game.

You find yourself ready to recruit, but you’re not sure who for

At this point, it may be that you’ve survived without backfilling a role for a while but know you need something different altogether. It could be that you simply find yourself in a position financially to add talent to the team, but are unsure of what will take things to the next level. The fact is, if you don’t know who you need to hire, your campaign will simply be more ineffective.

With efficiency in mind – both in terms of time and costs – coming into a hiring campaign with moving goalposts just isn’t going to perform.

And that’s really part of the beauty of partnering with an agency like ours. With recruitment being what we do year-round, through changing seasons, shifting talent pools and ever-evolving markets, you could say we’re always ready. We’re never too late to the game – we’re always in it.

Get in touch to talk recruitment solutions by NLG today.

But today, we’re not talking about sustainability in the physical sense. Sustainable recruiting is far less tangible; it’s a strategy, and one which you should be thinking about if you’re not already.

Making a new hire shouldn’t be a snap decision, but a well thought-out process with your long-term goals in mind. Sustainability means to get the most out of things – so why should your biggest asset (that’s you’re people, of course) be any different?

Here’s a rundown of your guide to sustainable recruiting for the rest of 2021 and beyond.

What is sustainable recruiting?

Sustainable recruiting means looking at least three steps – or months, even years – ahead. Sustainable recruiting is a little like succession planning, only from the opposite side. It’s about making a hire whose impact will be significant today, but with their next few steps already in mind.

Retention of top performers is the key to any sustainable business. Sustainable recruiting ensures that you have the top talent on board, then performing, then moving into another position which challenges them and continues adding that same value, if not even more, to your organization. Sustainable recruiting means getting the most out of each and every staff member.

How do I go about launching a “sustainable” recruitment strategy?

Realistically, much of the process of sustainable recruiting happens before your job goes live on your careers page. It’s all about the planning.

When you sit down to set out what it is you need when hiring, think further than the current needs of the business. Think about the long term goals, whether financial or otherwise. Think about challenges you were facing when this job became available, and whether you might be able to find someone who can help change those. Consider what the team wants to achieve in the coming months and find someone who you can see helping along that path. You’ll find that this thorough planning helps you identify the key skills and attributes which will carry through the background, experience and personality of the eventual successful hire.

Questions to ask when launching a sustainable recruiting strategy

While we’d never say that living in the moment isn’t the way to go, in some cases it makes sense to think ahead. Here are some questions to ask yourself as an employer before, during, or after every interview you conduct:

• Does this individual’s skills not just complement but also expand those on our existing team?
• Does this person embody the values and principles that our business holds in high regard?
• Do we see a strong fit with the company culture?
• Can we see a long-term commitment from this individual? Does their background denote stability?
• Do they have the capacity to learn new skills?
• Do they have the desire to progress?
• Do their long-term career goals match with the path we’ve set out for this position?
• Can we provide them with a path which fits their needs and wants in terms of development?

Essentially, sustainable recruiting is about more than just what you need here and now; it also means finding a match between the journey you’re on, and that of who you need along for the ride.

Your sustainable recruiting strategy for 2021 and beyond

Having a strong staffing partner you can trust to talk through the long-term hiring strategy, the short-term business needs, and everything which happens in between, couldn’t be more important. We’re helping manufacturing businesses across North America build sustainable recruiting strategies to see out the remainder of the year, whether you’re looking for long-term hires or highly skilled temp workers to meet your needs.

To talk more about how, get in touch today.

But how to make it a priority for the workforce at large remains a difficult challenge for many employers today to approach. What constitutes a business-critical concept for the senior management team doesn’t always hold the same pull for individual employees or, sometimes, even the department they work within as a whole.

Knowing how to make health and safety a priority for staff in manufacturing will not only improve your overall bottom line – it will also show you’re a business with its heart in the right place.

Here are our top tips on how to how to make health and safety a priority for staff in manufacturing.

Connect health and safety with the goals of your employees

One way to motivate your workforce to prioritize the important aspects of work is to connect them to their own goals and objectives when it comes to their career. A business running an efficient operation with regards to health and safety is one which will be outpacing its competition. That means growth, which means the opportunity for progression and development for your staff.

By interweaving the ways that maintaining impeccable health and safety practices contribute to this, you can be sure they’ll take notice. Perhaps they could be kept in the loop with incident numbers, or the speed at which they’re responded to; maybe you could maintain that concise reporting is an attribute you look for in future leaders of the business.

However you go about it, make health and safety personal. Then watch as your employees make it their personal responsibility.

Make health and safety quantitative – then use it as an incentive

Health and safety is, without a doubt, all about your employees’ wellbeing at work. But, unfortunately, with a busy and committed team, you can find that oftentimes this isn’t enough to keep it at the forefront of their minds all the time. By making health and safety more about successful business outcomes, you make it relatable to their professional nature.

Break “health and safety” down into numbers. The number of incidents, to begin with. The average time it takes to respond to an incident. How many incidents are solved on site, how many require further medical attention, and so on and so forth. Once you have your data, you have a tangible target – so use that as a means to incentivize your staff to improve on it.

Whether you set company-wide rewards for reaching goals or individual targets for a more personal incentive, it could be the driving factor to make healthy and safety a priority for staff.

Use regular toolbox talks and meetings to keep it current

How to make health and safety a priority for staff in manufacturing? Talk about it, a lot.

When you reiterate its importance again and again, it’ll become more important to them. We’re not saying you should be having “meetings about meetings”; that’s not what this is about. But what we’re saying is, one key way to keep health and safety at the forefront is to… Well, practice what you preach. Keep it at the forefront!

The unique exposure and longstanding experience in the manufacturing industry is what makes NLG a recruiter of choice in this sector. To talk more about staffing services, or to simply chat employee engagement and talent trends, get in touch today.