I’m George Comunale, Senior Recruiting Partner with Goodwin Recruiting. During my 25+ years in manufacturing, food manufacturing, hospitality, and cybersecurity, I’ve seen the same staffing challenges and consequences play out at companies all over the United States. Most are due to poor hiring decisions and delayed timelines in onboarding necessary talent.  

I’d like to share a few stories that demonstrate the cost of leaving key roles open, as well as hiring the wrong people for essential jobs. None of these stories are hypothetical. They’re all true, representing common, real-world challenges that hiring managers in manufacturing and all industries face every day.  

My goal is to communicate how today’s manufacturing hiring managers can avoid these and other staffing scenarios and the significant associated costs. The answer is to seek talent acquisition assistance from an expert in manufacturing industry recruiting.  

Story #1 – loyal customers leave  

Imagine a restaurant owner finding a review like this from a patron: “A while back I visited ABC restaurant and the food was terrific. I went back a couple of weeks later with my wife. Same great experience. Excited, a month later we invited friends to share our new discovery…but this time it wasn’t so great. I asked around and found out their chef had left. We won’t be going back.”   

What did that vacant chef role cost the restaurant?  

Story #2 – employees leave  

Manufacturing company XYZ’s third-shift sanitation supervisor suddenly quit, and the sanitation manager had to start pulling double duty to cover the open role. Weeks turned into months, burnout set in, lost productivity ensued, and the overworked sanitation manager resigned. The ripple effect progressed with the quality assurance manager stressing out over sanitation gaps, affecting performance and mental health. You know where this is headed.  

What was the ultimate cost of that unfilled third-shift role?   

Story #3 – reputation takes a hit  

Let’s say you onboard a new marketing director who promises big ideas that will take your manufacturing brand to the next level. The new director tries something edgy, it bombs spectacularly in the market, and fissures start appearing in public perception of your well-established brand. Suddenly, you’re forced into damage control, scrambling to mollify and retain loyal customers while missing out on converting new ones.  

What’s the true cost of hiring the wrong person for such a critical, public-facing role?   

Spend less on hiring and protect your brand 

The maître d’ who knows clients by name. The chef whose food earns standing ovations in the dining room. The sanitation techs whose diligence keep manufacturing plants safe and compliant. Marketers who know how to navigate today’s complex marketplace.  

The bottom line: Leaving roles unfilled and hiring the wrong people costs a lot more than onboarding the right people at the right time who are a great cultural fit.  

The manufacturing industry is evolving fast. Hiring managers have an enormous task in filling important roles. You get flooded with applications and spend untold hours weeding through resumes, most of which are not a fit for the job description. Many applicants don’t respond to your outreach, and others do a no-show on interview day, not to mention the time you spend setting up interviews in the first place.  

Manufacturing talent recruiters exist to simplify and streamline the hiring process. We assist companies in finding top talent, making better hiring decisions with smart new hires, onboarding valued team members, and building stronger customer and client relationships. 

Partner with a leader in manufacturing industry recruiting 

Experienced manufacturing recruiters don’t just create job postings and hope for the best in finding the right talent for manufacturers. At Goodwin Recruiting, we understand the cost of a bad hire and the financial impact this has on a company. We know how hiring the wrong people affects team dynamics and team morale, and how this leads to poor performance, lost productivity, and lost revenue. It should never be this way. 

We earned our solid reputation in manufacturing recruiting by conducting thorough intake calls with clients to understand your culture, your team dynamics, your key challenges, and the true objectives of the role you need to fill. In sourcing top talent, we turn over every rock, look beyond job boards, consult our nationwide network of manufacturing candidates, perform exhaustive interviews and reference checks, and even schedule interviews for you with highly qualified candidates. 

It takes discipline and experience to find the right people for the right jobs, including great fits for unique company cultures. Here’s why…  

The right hire isn’t just about filling an open seat for our manufacturing clients; it’s about protecting your brand reputation, your operations, and your future growth. 

Contact me today and let’s find the right manufacturing candidates for your team.