Many of you will be aware that Technical Focus is only a small recruitment firm.  The fact that we are focused on manufacturing, supply chain and technical management roles only and the fact that we predominantly only deal with FMCG, food, pharmaceutical, and hi tech companies in Sydney and Melbourne at the moment means that we can pick up on a new recruitment trend very quickly.

It's been very disappointing over the last ten years to see so many manufacturing sites close down in Australia due to globalisation etc and I'm sure that most of us involved in this industry have our own opinions on what the government could do to improve/support  the situation without just quoting "free market" to us.

The good news is that we have seen a flurry of activity in engineering recruitment over the last six months.  Such roles as:

In Pharmaceuticals:

Process Validation and new equipment installation (due to product recalls), commissioning contracts

In Food:

Electrical and Mechanical Maintenance Team Leaders and overall Site Engineering Manager positions due to lack of current leadership and ability to manage/drive cultural change processes in alignment with competency based awards and EBA renegotiations.  There have also been three or four major Packaging Development Manager roles pop up in the last month with a particular focus on bedding in new product/packaging runs into manufacturing without adversely affecting efficiencies.

In metals:

Again Modern Maintenance Managers have been the flavour of the last 6 months to drive cultural based change through the operation.

In Hi Tech and Electronics:

This sector has been strong for the last three years and there is a constant need for Production Engineers to set up new lines and continuously improve others.  Testing Engineers also seem to be highly sought after.

- How did they finish off the interview?

- What were your thoughts about the client(s)?

- Do you see any drawbacks to the position?

- How do you feel about the position overall?

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Preparing the shortlisted candidates for an offer

Ask questions such as these throughout the final stages and at every opportunity and phone call with the candidates:

- What are your salary expectations now you fully understand the role? (again pick up on any variances)

- What other offers, applications do you have in the pipeline? (qualify why they are of interest and ask how your role fits in their preferences)

- So, if I was to offer you the job tomorrow on $X + Xsuper etc would you accept?

(the "TRIAL CLOSE" is THE most powerful component of this whole process)

- What would you do with that other pending offer if I was to offer you this today?

- How long are you willing to delay the other offer?

- How would you rate your leaning on this role compared to the other pending offer/s?  (ask the to use 90/10 or 50/50 etc and this will give you a very good feel as to where they are at)

What are the other danger signals to look out for in the process?

Difficult to pin down for interview times, poor punctuality, poor reliability in calling you back, too many objections to over come in explaining the role, some reluctance to provide reference checks, variance in previous or existing salary package and or expectations, don't jump at verbal offer, lukewarm reactions to good news, delay in hearing back on how resignation went, unable to confirm start date etc. etc.