The Manufacturing Executive
The Manufacturing Executive

Episode · 8 months ago

How to Solve the Manufacturing Recruitment Puzzle w/ Patrick O'Rahilly


The industrial sector's labor market has shifted over the past decade. From the emergence and adoption of recruiting technologies by Indeed and LinkedIn to the widening manufacturing skills gap, most manufacturers face stiff challenges on the recruiting and hiring front.

On today's episode, I talk about solving the problems in hiring with Patrick O'Rahilly, Founder at

Here's what we discussed:

  1. Recruiting and hiring mistakes manufacturers make today
  2. What it costs to make a hire
  3. The future of hiring in the manufacturing sector

To ensure that you never miss an episode of The Manufacturing Executive, subscribe on Apple Podcasts, or Spotify, or here

Ultimately, hire inshu be proactive inwere building a hypeline for your company. You know exactly where to goand that situation happens. Welcome to the manufacturing executivepodcast, where we explore the strategies and experiences that aredriving midsize manufacturers flord here you'll discover new insihts frompassionate manufacturing leaders who have compelling stories to share abouttheir successes and struggles and you'll learn from btob sales andmarketing experts about how to apply actionable business developmentstrategies inside your business. Let's get into the show, welcome to another episode of theManufacturing Executive Podcast, I'm Joe Sullivan Your Houst in a cofounderof the Industrial Marketing Agency, Gerilla. Seventy six from the emergence,an adoption of recruiting technologies by companies like indeed Linkcoln andothers, to the widening manufacturing skills gap to the more recentdisruptions caused by the pandemic. The industrial sector labor market haschanged so much over the past decade. There are few manufacturingorganizations that I talk to that haven't mentioned their challenges onthe recruiting and hiring front, and so today my guest is an expert in thisexact space. Matrick o'riley is the founder and CEO Factory fix recruitingplatform built specifically for the manufacturing industry. Previously,Patrick was the cofounder of Compass Automation, a company that built customautomation, solutions for manufacturers. Compass was eventually bought by teslain two thousand and Seventeen Patrick welcome to the show yeah. You Bet well, Patrick you and I talkeda few weeks back to sort of formulate some ideas for this conversation, and Ithought that the story of what led you...

...kind of to where you are today is thefounder of factory, fixes one worth telling you the the bio I just read wasdoesn't do any. I doesn't do justice at all that what you've you knowexperienced in your career and what's kind of helped you wind up where youare at this moment in time, O Ias, hoping you could kind of recap that andgive our listeners sort of an idea of who you are and where you came fromyeah, so factory fix is actually born out of my first compady, which wasoasotermation. I actually started that right out of high school with Reh orallege. Excuse me with two high school friends- and you know we ended up,designing and building custom automation, solutions for manufacturersand really had no idea what we're doingwhen we started. But you know my heart really smart and we just figured it outover time. But if you have any listeners in that business, they knowit's just an absolutely like brutal business. You know every machine, Yor,youins, completely customd you're only doing one of them doing, like you know,fisis anywhere from half million to a million dollars before you even designlike a single component, we never like actually really made any sort of profitbuilding the actual machine Fu. What de with that is after we insalla machine,you know, customers would always call us back for service opportunities orlittle ofgran, graduec programming projects, that sort of thing and thosewere really proferble. So basically we we got together and said we need moreof those jobs like how do we do that so end up watching a website calling a factoryfic wont to keep it separate in case... our impeditors would potentiallyuse us and that sort of thing and the idea was kind of automation. Guy Ondemand right. I E ooger Automation Guy, so we send customers to this website.Lik basically felt a farm and say I need controls engineer for a week orsomething like that, and I would basically find someone in my networkthat did you know that type of Gig work and just play matchmaker and you know,handle a billing and insurance and that sort of thing and the idea was goingto-build this into a more like aunomated platform that would make the matchesyou know automatically and all that good stuff. But once I got inte factoryfixe full time, you know quickly realized that that's not asuperscalable business and the bigger came was showing these full time jobs. You know,I talk Tor customers and they say you know the product stuff is great. When Ihave it, but you know, can you fill the secondshift machinistposition forming?So you know we were supersray and you know gin a start up. We can do ititsand you know ended up where we are today, which is you know. Most of ourbusinesss is filling full time roles fo for companies yeah, that's really cool.How you I mean you, you were in you're right there in the business. You saw the issue in where the need really wasan and sort of built, something around it. So Kuy. So what's give us the youknow the the quick run down of what factory fix is today for those whoaren't familiar yeah. So we are a recruiting, fatform Bil, specificallyfor manufactoring companies, so you can think about our product as Relat tocomponents, the first being Arnewor of manfacturind professionals to over ahundred and thityhousand workers,...

Thatar signed up and Dorofols, and it'slike you know, sudoimage anexperience, forr, capturing Rativ Manfectures, like actually care about.You know, for example, of if you're an ASENISAN you sign up you're, actuallytelling us like what types and machines you'v experienced with like Yo know:Mills or waves, ven brands. You know every work on houses or mazdacksindustries like the type of parts youv made that sort of thing- and you knowwith that H- were able to make a better matshesand then the second piece of our product is Tis, a technology that we'ebuilt to one fine people that are the right match for your particular job,but then also and Africans come in we're able to automatically screen andvet that through you know this chool chat. We know that, actually, you know,ask specific questions about teanidats experience and then this ourrim thatill actually like core the candidates resume and then ther're answers tothose questions and is termen whether or not they're a gead fit for your job,so that customers are, you know, wasting time with with Apvlicans thatther don' v the right experience or you know motated close enough to the facility-or you know- want too much money that than that customers willing to pay.That sort of thing so yeah, that's what we are a sounds like a really greatplatform. Where Patrick, do you see manufacturing companies making mistakeswith the recruiting and hiring efforts? Today, obviously, something led you tosay: Hey, there's a gap here, a whole that has to be filled and what are someof those mistakes that you've seen yeah.

I think the biggest thing is thatthere's a lot of UNNECESSAR friction in the iron process, with a lot ofcopanies that we talkd to I mean they. These are companies. It is likeunbelievable manufacturing processes. You know they practicele manufacturing,there's no wasted effort, and yet in the hiring process, don't haveunnecessaryos step where you know. Maybe it's a you know, Onein ar person and theirsittysically resumes, and then they have to do a phone screen in thecanidate and then, after that, I'll send the resume to the irong manager,Ond, the the production floor, waiting for them to give feedback and then tryto Cordet with their schedule and then get back to the candidate and try tocordinate with their schedule and with every with each unnecessary that you'regoing to see like more and more candidates drop off, especially in thetight wayer market that we see today. And so you know, that's our wholefactory face. We want to build features that are going to streamlind thisprocess and the were really working towards this, like ultimate goal ofhaving like the most efficient, recruiting process possible. Where youknow a COMEPAN, you can post a job and then our software immediately knowwho's a good ofit. For that job en to come, innd will be able to store therand then hopefully Skini the interview righ. There so the candidate, a justshow up ready for their follow interview, so that's whate were ingtours sho, try to knock out all of those unnecessary steps. Yeah. It'sinteresting to hear you talk about this because it resembles you know a lot F,a lot of things that are part of my... I A marketing agency where thereare you, know, marketing automation, for example. There are elements of ofthe marketing process that should be automated based on you know, Data andvarious inputs that somebody provides to help you. You know kind of screen,someone and and help you know show maybe who's the fit and who's not, butultimately, Youre goinnt need people to do it. It just streamlines the process,it speeds it off. It eliminates bloat, gives you a process. So it's it's justinteresting to hear you kind of talk through what this does. I can see thevalue, so how do you think is there anything you'd comment on that intermsof how you believe that manufacturers should be thinking it differently aboutrecruiting and hiring today? So I think I think today you see a lot ofcompanies, be very rere active in their highereraxsus right, like my Guysen sh,just quit an ne so larol and I'm willing to pay whatever it takes tolike fill it which need acse riding. So I think with that, that's where we runinto payin more than you need to Hir Hosferhire, but ultimately, hireinshoul be proactive in were building a hypeline for your company. You knowexactly where to go and that situation happens and ultimately us it's justlike a mator before eliminating any waste. You can N Brop that process.Yeah I'd again make a parallel comparison to marketing. It's like youcan't wait to start generating new business when all of a sudden, you know,there's a there's. You lose five customers or some emergency pops uplike you need to be prepared for one that inevitably does happen, have apipeline ready and it's really the same thing on the people' side of thebusiness right. Yeah. Exactly and you...

...know another comparison to marketingright like these companies are, for the most part goodand, knowing what theircost is to require a new customer. However, you know we talk to a lot ofcompanies that don't know what it cost them to make a higher right on therecruiting side, and- and you know, I see that there's a couof reasons whythat is one. You know t they see this in necessarilly evil when that positionopens up right, going back to parent and being too reactive the way whateverit takes, whether that the you know, job board fees or you know paying arecruiter or something like that, just to get that position film and then theother thing is like it's not a super easy Metri to calculate Ighan, you get,you need to add all of the job board spend anyfs a tain firm, any salariesfor refruiters any AFEENT, trackin softfware use- and you know, dividethat by the number of hires Ta make. But you know I think it is a mentrethat company sho track just like you know, couse to acquire costoar. Arethere any benchmarks that you guys lean on there or you know something that'sestablished as a way to just sort of guide someone yeah, you know, there'sthere's some things out there. I've seen for the manufacturing, theindustry that you know somewhere around five thousand costper hire, is likeindustry standard, but its something that you know. Weif actro fix tryi toshow as a tangible matchrick that we can help you improve on this. In ouryou know, our prising in our business model is all you knowhinge to thatVercal, so Patrick, and what ways do... think that this world of hiring inthe manufacturing sector specifically will continue to evolve in the yearsahead? You know en worldoee here in these con years. Asyou know, Skillea it's more serious and the laber market, you know taens evenmore. You know we're going to have to figure out how to reprove and attractmore talent to manufactoing, and you know, obviously you know Hay more iseasier than it sounds. So I dyothink, like wages, are going to have to go outa little bit. Buyou know one thing: I think we can do better as an industryis, you know, building like a career development past for people getting iothe industry right just just making it super clear how okay you're a machineapperator today, here's the stes and the skills that you need to learn inorder to make a six figure career and manufacturing in seven years, orsomething like that. You know something that other industries do pretty well,and you know it does take intentional effort to map that out, but once we cando that, then we can figure out okay. How do we actually train those skillsand know it's just more atractor for people if they cin see you know Whit atthe end of the tunnel and how you can make a really Lugriv career at thisindustry yeah? Those are all really good points. Sort of painting a picturefor someone of what career advancement looks like is probably a missedopportunity for a lot of businesses. Yeah. No, I agree IFIS it. It givesback that IREACTID versus proioris hiring, and... know if you, as as an owner, cankind of mat out career ass in your company. I think you're going to havean aeasier time atracting those entry level positions. If they know they can,you know, get a promotion in two years or that they will be ter promotion intwo years if they hit the benchmarks necessary. What if any impact have you seen overthe last year, or so you know we're recording this right now in January oftwo thousand and twenty one, but in the middle of this pandemic, are there anyobservations about how the labor market is changed in manufacturing as a resultof Ane of this yeah? It's really really tough riir. Now you know, especiallywith yeahe terrorisact, and you know, unemploymentbenefits, obviously increasing temporary there. Your see a lot ofCanadaes just say hom rather than you know, actualwe try to find a job, andyou obviously don't blame them, but it just makes makes it more mor for you, as anemployers just to make your process is efficient as possible and so yeah we'reseeing a lot of issues with that. A lot of you know the biggest thing that Ididn't realize was such a problem. Before I started this was interview noshows you're, seeing that as like an all time, you know candidates who say they're interested they apply, theyschedule the interview just Wan show up, and you know I'm sureove is throw a ranch into that and plays into that. But you know I'm sureyour risteners Har out with that- and you know, orde trying to figure outways to you know, prove that with notifications and acceptance, automated acceptances andyeah, it's just it's just an issue.

That's gotten worse! In this season,yeah it's interesting! It's something I wouldn't! I wouldn't have anticipatedeither you'd think you know a job interview right, you show up or ifyou're, not interested you let them know, but not always the case. Yeah, anand Sikes like indeed and wink, is so easy. Fie Fr, multiple jobs at oncethat candidates like Theyv, no idea whatthey're ying you most of the time right. If you're richin operator you aquirefor machine operator, job indeedisendyou a with these, liketwenty other Rashie operator opportunities, and you can justlikeFYOL and those companies just think of you sot out their job and applied forthat. So it's even more critical to do another screening, obviously toconfirm they are actually interested in this opportunity and then it's fallingup and then hoping they show up to the interview. Wow Yeah. No, that's that'sinteresting. With technology platforms are making the problem worse, they're,helping in ways and hurting and others, I suppose, but okay. Well, Patrick, is there anythingelse? You would like to add to this conversation that I didn't ask youabout. I don't think so now I mean I love your wisers manufacturing owners or youknow, HR, evo or whoever you know feel free to reach out my emails,patrickerfactory fixcom we offer free trials of factory fix, you know wereall about like proving the Weanhad value to yourcompany before you commit anything, but you know even somebonies that want totalk frategy or you know, talk about the retiring process. Lo I'm open to it.I love talking shop. So not. I just appreciate the opportunity yeah. I knowthat's great well, I advise anybody.

Listen to take Patrick up on the offer.Es e Guy Hos who's been through it and he has seen a lot so anybody'struggling in the the hiring front, the Gardoud, reach outor or to check checkout factory fixcom, so really cool platform put together, Patrick Yeah, a Sur. I really appreciatedawesome. Well, I appreciate you doing this today and for the rest of youlistening, I hope to catch you on the next episode of the ManufacturingExecutive. You've been listening to themanufacturing executive podcast to ensure that you never missed an episodesubscribe to the show in your favorite podcast player. If you'd like to learnmore about industrial marketing and sale strategy, you'll find an everexpanding collection of articles, videos guides and tools, specificallyfor B to B manufacturers at Grilla, seventy sixcom flash larned. Thank youso much for listening until next time.

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