Geisserai Trade Journal July 2007
Foundry Recruitment
During the recent GIFA show this year I was impressed with the optimism and upbeat tempo of the companies and personnel I met. Changes to the market conditions appear to moving in a positive way and there are new opportunities and challenges for all levels of personnel.
In the majority of organisations whether they are large, small, public or private, a subsidiary or a group there are occasions when changes have to be made to the company structure in response to market and customer conditions.
Recent joint ventures, manufacture under license agreements, company acquisitions have brought an awareness that organisations are ever changing bodies, constantly in need of examination and review to meet the present and future business demands.
The strength of most companies lies in the people and management team within the company and consequently the recruitment of replacement or additional management must be considered most carefully. It is not just a question of placing an advertisement in the media but careful analysis, timing and preparation of all stages of the recruitment exercise will ensure a high level of success rate. If not dealt with in a professional and efficient manner any recruitment requirement can prove to be extremely expensive.
Communications have improved dramatically over the past years and the realisation that better appointments are available in other parts of the industry, whether in Europe or elsewhere in the world, can prompt the most talented of engineers, technicians or managers to make a change. There are even demands for short term or interim managerial or technical roles.
The mobility of management is becoming an accepted arrangement of the industry. It is not uncommon to find managers, technicians and engineers changing jobs on several occasions within their careers.
In considering the requirement for recruiting a new manager, the first task is to identify the circumstances leading up to the present vacancy and what objectives need to be achieved during the next 12 months. An Appointment Specification where clear definitions of the major areas of responsibilities including key tasks, responsibilities, duties, knowledge and experience, essential and desirable qualities and personal characteristics is then written and agreed.
With the Appointment Specification now completed it can be decided which approach is most suitable to find the best candidate. Advertising in relevant trade and website media could bring results. However, in some cases it may be more appropriate to use an experienced Executive Search and Selection company who is familiar with the market and can bring a structure approach to the recruitment issue.
As the foundry, castings and metals industries continue to change and reflect the ever-changing global market, we can foresee a demand for experienced and knowledgeable personnel. Certain specific roles such as experts in foundry inoculants (FeSi), production managers for automated moulding and casting production lines, advisors and consultants with heavy forging experience and graduates with new ideas and vision.
de Belder Associates Ltd is able to offer a recruitment service with regard to the recruitment of personnel at all levels and we have a large portfolio of clients and candidates from around the world. With many years experience of recruitment within the industry we are ideally suited to understand our client’s business activities, recruitment requirements and future plans.
