News & Events
Marathon is happy to share that it will be exhibiting at Booth #211 at this year’s Food Automation & Manufacturing Symposium and Expo taking place in Bonita Springs, Florida (Oct 11-13)!
Leading food and beverage companies will be in attendance, including organizations in engineering, automation, sustainability, supply chain, and food safety.
A few sessions we are especially excited about include:
1. The Art of the Possible (Oct 12th at 8:15 AM)
Organizations are turning to technology to address operational challenges and to improve current processes. With more options being introduced to the market, finding the right solutions that fit companies’ unique needs is important.
2. Overcoming the Perfect Storm with Flexibility, Innovation, and State-of-the-Art Technology (Oct 12th at 9:15 AM)
In this session, we will hear a real-world example of how to effectively and efficiently build and develop a manufacturing facility’s operations following FDA regulations. Including balancing different co-existing considerations including keeping a sense of urgency, flexibility, innovation, and technological needs.
3. How To Use Foresights To Navigate Technology Drivers That Produce Products Consumers Want (Oct 13th at 9:10 AM)
The connection between consumer behavioral changes and new products will be discussed in this session. Evolving consumer needs means that companies must become informed of what market shifts may potentially impact them or those that could provide opportunities for growth.
We look forward to hearing from other fellow industry professionals regarding technological and regulation changes, and how teams are adapting in an ever-evolving industry.
Many employers know that the hiring landscape has changed significantly just in the last few years, leaving organizations asking themselves how they should change up their current processes to address these shifts.
While every business is different, there are some general best practices that hiring and Human Resources personnel can use to identify and address unique challenges.
Steps your organization can take to have an effective hiring process:
#1 – Communication is Key
Maintaining strong communication with candidates throughout the recruiting process will contribute towards a great first impression for potential employees.
Reach out to candidates as soon as reasonable. This will not only limit any operational obstructions but will also let the candidates know that your organization is interested in getting them to the next stage of the recruiting process. This could be the difference between them accepting a job offer with your organization or a competing offer.
Additionally, diversifying recruitment channels will maximize the number of job seekers you reach. Not everyone spends their time on the same social media channels, and this also applies when it comes to job search.
By only focusing on one avenue, your organization may be limiting the number of people that come across its content and job opportunities.
#2 – Embrace Technology Where You Can
Look into technology that can be incorporated into the hiring process, such as automation tools. Automation together with outsourcing can provide more time for the team to focus on their core responsibilities.
By incorporating automated responses or self-scheduling tools, hiring personnel can use the time they save from manually performing these tasks on other activities.
#3 – Look at Areas of Opportunity
Identify which parts of recruiting and onboarding can be improved. Is your organization reaching the ideal candidates? Are there any obstructions in the candidate’s journey?
For example, having an unclear application process may be affecting peoples’ experiences and the organization could be losing out on great candidates as a result. Understanding issues like these may only be possible by providing some sort of survey to employees and candidates in order to gain their perspective.
No matter what the pain points are, the talent acquisition process must keep the job market and the job seekers in mind.
As an employer, focus on candidate engagement and the resources that can assist with this. Staying up to date with job market and industry changes will offer insights that will help your organization make more timely and impactful decisions.
Jobs have changed significantly in the last few decades, and so have workforce patterns. From increased career mobility to shifts in job requirements, today’s labor market is ever-changing.
The good news is that professionals who want to move into different roles now have numerous channels at their disposal, especially online.
Most people change jobs more than a dozen times throughout their lifetimes, therefore, the skills and knowledge acquired through training and experience may end up being applied in a variety of ways.
It can be difficult to predict what the landscape will look like in the future, but there are ways to better your chances as a job seeker:
- Stay Informed on New Developments
One of the best ways to remain competitive in the job market is to be aware of changes and opportunities that you could benefit from. This includes on-the-job training, webinars, or any other certifications that can be helpful for your role or any future career paths you are interested in.
- Lean Into Transferrable Skills
The expertise you gain may not only be applicable to the position or organization you are currently in, but it may also set you up for other opportunities. When reviewing job postings, think about how your professional background overlaps with these roles. This will provide you with starting points to positively present yourself as a top candidate.
Part of the changes that the labor market has undergone includes the channels employers use to source and attract candidates. As a result, finding and applying to jobs has become more accessible with these digital tools. However, connections made through networking continue to be the most effective way to stand out as a job seeker.
- Step Out of Your Comfort Zone
Anyone looking to make a career or job switch needs to consider what areas they would like to go into, but at the same time be open to other relevant opportunities. Keep in mind that the jobs you pursue today can further benefit you professionally for future positions by offering new skills and experiences.
- Don’t Stress Over Your Qualifications
Keep in mind that in order to apply for a position, you do not need to meet all of the listed requirements. In many instances, hiring teams are looking to have employees who will be a good fit for their organizations rather than solely focusing on a checklist of requirements that need to be met.
On-the-job training and other professional growth opportunities are great ways to supplement your current experience.
Doing your research can provide much-needed guidance as you prepare to step into a new role or industry.
Preparing for an interview? Learn more about Behavioral Interview Questions.
Managing a workforce within a manufacturing environment can present unique challenges. The different departments, the necessary safety measures, and all other demands can all influence a facility’s operations.
In instances when companies have employer partners, navigating policies and addressing situations can look different as well.
Regardless of what your specific manufacturing environment looks like or your approach to managing regular and contingent workers (i.e., temporary and contract), there are some ways to positively impact the organization across the various teams.
Best Practices to Effectively Manage a Workforce in Manufacturing Setting:
1. Ensure Safety
Manufacturing environments can present increased safety risks. So, it’s important to ensure that everyone working in the facility receives the necessary training and personal protective equipment (PPE).
Make sure that all workers are informed on the safety protocols and have access to emergency procedures in case of an incident.
2. Streamline the Onboarding Process
Once the job offer has been accepted, a quick onboarding process will reduce any further disruptions in a company’s operations. Streamlining this process can help ensure that workers can quickly start on any training requirements.
3. Clearly Define Job Responsibilities
Be specific about the scope of work, job responsibilities, and performance expectations for each position. This can help ensure that there are no misunderstandings about what is expected, which can also reduce avoidable incidents.
4. Provide Job-Specific Training
Manufacturing jobs may require specific technical skills or knowledge, either gained through previous experience or provided as part of a position’s training. Job-specific training ensures that everyone in the facility has the necessary expertise to perform their job duties safely and effectively.
5. Monitor Performance
Clear performance standards should be outlined for all workers and be monitored and evaluated on a regular basis. This can help identify areas where additional training or support may be needed and ensure operations continue to run smoothly.
6. Encourage Teamwork
A high level of teamwork and collaboration can contribute to a safe and efficient work environment. Encouraging teamwork across all departments and groups can help improve overall productivity and boost morale for regular and contingent workers alike.
7. Offer Incentives
Consider offering incentives such as bonuses or recognition awards for employees who go above and beyond in the workplace. Adopting programs like these can help create a more positive work environment, which has been shown to lead to higher retention rates.
Assess what changes your organization may need to effectively leverage the benefits of a well-rounded workforce while also minimizing manufacturing-related risks and challenges.
Is it time to partner with a staffing company to assist with your staffing needs? See the Benefits
Launching a new recruiting program in a new market can look different depending on a variety of factors, including industry, location, and other unique needs.
As organizations work to implement effective recruiting practices, it is important to understand the area and the audience involved, especially when entering new markets. Building a strong presence in a relatively short amount of time can also present additional challenges.
Limited resources and short timelines emphasize the importance of making strategic decisions, however informed choices can benefit all types of organizations at all times.
In our experience working with a large wood product manufacturer in a remote area, marketing and engagement helped maintain the necessary touchpoints to encourage job seekers to apply.
Being a new employer in the area looking to reach job seekers meant that we needed to go beyond establishing a brand in the community. We needed to provide simple and responsive communication channels that facilitated the application process for people, including:
- Engaging language and visuals
- Local support
Establishing goals based on the identified location and audience will help create a program that will not only meet the immediate needs but can also serve as a long-term recruiting blueprint for the organization.
Is your recruiting program in need of a revamp?
Searching for a new job or looking to grow your team? Whether you’re looking for a new opportunity or need to fill positions, staffing agencies have solutions that can meet your needs.
According to the U.S. Bureau of Labor Statistics, there are close to 10 million job openings, which means that it may be the perfect time to partner with a staffing company.
There are several reasons why working with an agency specializing in recruiting and hiring can be beneficial for both job seekers and employers.
A top benefit is that agencies may focus in specific fields and industries, which can be especially helpful for technical or specialized roles.
Job Seeker Benefits – Greater support and flexibility.
- Access Additional Job Opportunities
Staffing companies have direct relationships with a wide range of employer partners and are able to quickly connect job seekers with relevant opportunities.
- Career Guidance
Aside from matching candidates with job opportunities, hiring experts can provide job seekers with career guidance, help them identify their strengths and areas for improvement, and discuss potential career paths.
- Skill Development
Agencies may offer training resources and assessments to help highlight job seekers’ skills and help their employability.
- Schedule and Job Flexibility
Candidates’ interests and needs may not fit the typical full-time, 9 to 5, Monday through Friday job set up. Many staffing companies provide temporary or contract work opportunities that offer greater flexibility and choices.
- Support During the Hiring Process
Candidates don’t have to go through the application process alone. Hiring experts can provide job seekers support, including resume review, interview preparation, and advise them on how to negotiate job offers.
Employer Benefits – Increased efficiency and up-to-date labor market updates.
- Access a Wider Candidate Network
Staffing agencies have access to a larger network of candidates across multiple sourcing channels. Reaching people who may actively be searching for jobs or be open to new opportunities.
- Time and Cost Savings
Maximize time and money through staffing partnerships. When staffing agencies take care of the recruitment and hiring processes, your teams can focus on their main projects and tasks. Hiring experts can help you with advertising job openings, reviewing resumes, conducting interviews and more!
- Assignment and Placement Flexibility
Much like candidates who seek flexibility from their jobs, employer partners can work with short-term hires, or request personnel to help manage their workload fluctuations.
- Reduced Hiring Risk
The hiring process can be time consuming, add onto that the uncertainty that a new hire can cause, and you can find yourself in a complicated position. Staffing agencies may provide a trial period for employees they work with, allowing employer partners to evaluate a candidate’s performance, and still have the ability to offer a long-term opportunity later on.
- Expertise and Industry Knowledge
When working with staffing companies, you’ll often have access to up-to-date HR and labor market insights. Using current information, these agencies are able to advise employer partners on developments that may impact them.
Partnering with a staffing agency can be valuable for both job seekers and employers. Whether by helping match candidates with job opportunities, providing labor market guidance, or offering support throughout the hiring process. Staffing partners can help ease challenges associated with job search and hiring and continue to provide assistance beyond recruiting.