Bear’s Inverted Model Method: Temp Staffing in Manufacturing & Logistics


Does your Temp Staffing firm do “light industrial” staffing, or manufacturing/logistics staffing?

There are many Temporary Staffing firms out there who do “light industrial”. Many of these firms take on large volume clients whose needs are for massive numbers of people at a pay rate at or just above minimum wage. The skill requirements are few and the jobs are simple and repetitive. Many even bus in these workers to the location. Because the volume is high, and the margin is generally low, the recruiter’s time is taken up with interviewing scores of people, and getting them to work. There is no real process other than employment eligibility (at best), possibly a drug test and getting them started. How do we know this? Bear’s experience in the Staffing Industry dating back to 1988.
As a manufacturer of goods or a supply chain/logistics provider, have you been unhappy with the quality of worker you have received from Temporary Staffing Firms?
Most Manufacturing companies and some distribution companies require a much different level of worker. This worker has to be skilled to work with hand tools, experienced with assembly, read blue prints, weld, drive or operate industrial machines, etc. There is more testing involved, usually an interview, and definitely a drug screen and criminal background check, and proper scrutiny of the applicant’s resume to identify any potential red flags. This also requires targeted and experienced headhunting skills. Someone who knows how to seek out or do a hard target search for individuals whose skills are a match to the job and constantly source qualified workers through proactive methods of driving applicant traffic. Not just any applicant, but those that clients can use.
Most temporary staffing firms say they do both of these. While that may be true, many of the manufacturers and logistics professionals I have talked with have expressed disappointment with the quality of worker they are receiving from firms like these.
What is the difference between “light industrial” and manufacturing or logistics staffing?
Many temp staffing firms encourage walk in traffic, by signs, placing themselves in high traffic areas. This creates large volumes of applicants for “light industrial” clients who need large numbers of workers, but with low skills. Because these large volume “light industrial” accounts have high turnover, there are always positions to be filled and a crisis to be managed. The people who are used are whoever the recruiter can get a hold of at the time who says they can work. These types of firms work well for the “light industrial” mindset described above.
When a light industrial firm receives requisitions for workers who have a required skill set, they are still in the mode of “plugging holes” with bodies. The applicants they are familiar with are those that they see and talk with all the time, and because of the high volume demands of that light industrial account the applicants they see and talk with all the time are usually the ones who have “walked in” off the street. This creates several problems:
  • The recruiter has been so busy reacting to and placing the “walk in” traffic, that they have not had time to do the hard target searches for more skilled workers.
  • The recruiter tries to place their familiar candidates, the ones they talk with frequently into this higher skilled and higher paying job – regardless of their skill set.
  • It is much easier to get placements for the recruiter by just sending people to an account to start work the next day than to participate in a process that requires recruitment, evaluation, presentation, onboarding and work initiation.
That’s where Bear Staffing can be an asset by using our Strategize, Segment & Swarm process.
The Bear Staffing Difference:
  • We do not accept walk-in’s. In order to be considered, an applicant must present a resume first and then be invited for an interview. All of our applicants come either from referral, or through some type of online recruitment source.
  • We do not have nor do we pursue these extreme volume accounts that require 100’s of non-skilled workers.
  • We are process driven. While the process is never the same for any two clients, many of our internal processes are constant and able to be defined, measured and improved.
  • Our manufacturing division specializes in manufacturing and supply chain, not light-industrial temporary staffing.
  • Most of our accounts require some type of presentation prior to placement.
  • We are always recruiting for our clients. Even though you may not have a need right now, we are constantly recruiting for the skilled manufacturing workers you need. Would a store owner wait until he is out of his most popular product to order more from his supplier? No, he plans ahead to make sure that item is always in stock. We make every attempt to follow this example.
  • Most of our business is Temp to Hire or Long Term Temp. Keeping turnover low is important to us. The applicants we recruit are those who would make good hires for our clients or good long term employees for us.
  • We are designed for longer term assignments. The benefits available to our temporary employees are second to none.
  • We are involved with and support manufacturing and supply chain associations. We are in that space, not the staffing space. A good corporate citizen not only gives back to the community, but also gives back to its industry for providing support, education, industry information and legislative guidance. We also believe that we owe it to our clients and employees to keep up with http://www.bearstaff.com/Articles/BearTracts.aspx.
  • We like being involved in the process of making stuff!