Cast Metal Times September 2004
2 Recruit Or Not 2 Recruit
In all organisations whether they are large, small, public or private, a subsidiary or a group there arises occasions when it is necessary to appoint a Manager.
Mergers, amalgamations, 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. During the past years, it has also been realised that the mobility of management is becoming an accepted pattern of the foundry and engineering industries. It is not uncommon to find executives to have changed jobs on several occasions within their careers.
Communications have improved dramatically over the past years and the realisation that better appointments can arise and are available in other parts of the industry, whether in the UK or overseas prompt executives to make a change.
Management training, by internal and external courses has also helped to produce a new generation of management who are analytical in their approach and who wish to achieve results. They will not suffer fools lightly and will seek fresh opportunities in new positions if they consider that their skills are not being used.
Due to the market trends and globalisation of the industry, many companies often review their management structures. Management levels are being measured and unsuccessful achievement of results, whether in the boardroom or in other key areas of the business such as sales or technical has only one answer!
In considering the requirement for Executive Selection, the first task is to identify the problem. For example, is it necessary to find a replacement? Can the duties be rearranged among other executives? What are the circumstances leading up to the present vacancy?
In all cases, it is necessary to examine the whole organisation. trading patterns, management philosophy, forecasts and projected plans, financial history and controls, the activities of the sales, research, production departments need to be reviewed.
The present and future situation of the company will emerge and able all to highlight the dominant areas of management strengths and of course its weakness. Having examined the whole structure then the particular function can be examined further. If for example the vacancy is for a Foundry Production Manager then it will be necessary a detailed study of all aspects of production.
Some of the questions, which may be asked, would include: What production control systems are used? How detailed is process planning? What is the relationship with Sales? These questions and many more will enable a job description to be prepared. The analysis and subsequent build up of items of responsibility, duties and authority will clearly identify the scope of the appointment.
The appointment analysis can be detailed as a job description/specification redefining the position and indicating major areas of responsibilities and duties without being too restrictive to enable initiative and imagination to be used where necessary: – Key Tasks, Responsibilities, Duties, Knowledge and Experience, Essential and Desirable Qualities, Personal Characteristics.
HOW TO GET THAT PERSON!
The job description has now been completed and it has to be decided which approach is most appropriate to find the most suitable candidate. Advertising in appropriate trade and national print media can bring satisfactory results, particularly if linked to designated websites. However, in some cases confidentiality may be required where the use of an experienced Executive Search and Selection company can be beneficial.
The strength of many companies lies in the people and management team within the company and consequently the recruitment of additional or replacement 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 in an operation which, if not dealt with in a professional and efficient manner, can prove to be an extremely expensive item of budget.
de Belder Associates Ltd is able to offer a quality recruitment service for the recruitment of personnel at executive, senior management and other functions. The company offers a comprehensive service which includes a recruitment schedule for each vacancy through either a SELECTION process with appropriate advertising, or through a SEARCH programme which can be a particularly requirement for senior appointments.
With over 25 years experience of recruitment within the foundry and metals industries within the United Kingdom and overseas, we are ideally suited to understand our client’s business activities and future plans.
Our unique service to the Foundry and Metals industry has attracted clients and candidates from not only the United Kingdom but also South Africa, Europe and the Middle East.
“We ensure our service maintains quality rather than quantity which sometimes can be lost with other larger recruitment companies”
For further information about the company’s services, please visit our web site or telephone us for a confidential discussion.
