Cast Metal & Die Casting Times October/November 2005
International Recruitment Solutions for the Foundry Industry
As a specialist in the search, selection and recruitment for the foundry, casting and metals industries including the associated service industries, de Belder Associates Ltd provides effective recruitment solutions both for businesses within the United Kingdom and for companies overseas. Many assignments have been undertaken and candidates have been helped with advice and support concerning their careers.
Since it started, de Belder Associates has been retained by organisations from Europe, the Middle East, South Africa and China. In addition to an existing network of overseas agents and associates, plans are in place for further company expansion and growth. During the past years there has been a steady demand for executives, managers and technologists in all sectors of the industry. Despite a reduction in the number of UK based foundry companies, those foundries which have invested, changed their management philosophy and developed technical expertise, are still looking positively to the future.
Although it is difficult to estimate the overall numbers of vacancies in the industry there is now a change in the method of locating and recruiting candidates. There appears to be a greater movement of candidates and a demand for particular areas of management and technical expertise. As a result of globalisation, opportunities exist for experienced and suitably qualified overseas personnel to work within the UK market.
The strength of many 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 a local advertisement 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.
Company organisations are ever changing bodies, constantly in need of examination and reviewing to meet the present and future business demands. This has been more noticeably within the industry during recent years in order to maintain the constant demands from market globalisation,
It is not uncommon to find executives to have changed jobs on several occasions within their careers. Communications have also improved dramatically with the realisation that better appointments can arise and are available in other parts of the industry, therefore prompting executives to reflect on their individual career prospects.
Locating Candidates
It is essential that a candidate be interviewed professionally in a structured approach by someone who understands the industry and the client’s immediate and future requirements. As the UK market becomes more and more specialised it is important to recognise who are the key players. Quality is paramount.
Many executives, managers and technologists in the industry are looking for new opportunities and wish to use a confidential service. Contacts usually send CVs to us, confident that their details will not be divulged unless a personal agreement has been reached.
The last 10 years have seen dramatic changes to the industry. More competitive imports have led to closures and the loss of competent and capable people to the industry. With the closure of training courses and the decline in the traditional educational route of apprenticeships, young people have not been attracted into the industry.
Fortunately, some companies have now begun to reintroduce apprenticeships. Also, redundant mature managers possessing an excellent knowledge and experience within their selected field are available and are interested in undertaking interim management roles within the industry, either in the UK or overseas. Foundries throughout the world recognise the talent available from Europe and more foundry managers and technologists are willing to undertake interim and permanent management appointments in other countries.
The Future
Companies that comply with the latest quality standards, have invested in lean manufacturing techniques and have a vision and confidence to sell internationally, appear to have been able to attract excellent candidates. The industry needs quality management that can improve profitability and have an understanding of worldwide marketing strategies.
To Summarise
• Have a strong and planned recruitment approach.
• Make sure the appointment specification is prepared and think about the key tasks the appointment has to achieve within the initial12 –24 months.
• Define the personal qualities required to meet the key tasks.
• Think about the search for candidates using proven expert assistance.
• Plan recruitment time – be available to meet candidates.
• Ensure qualifications and references are checked.
• Companies need quality candidates – so take time when recruitment management planning.
