manufacturing practice

Featured Candidates & Positions

June 2020

Welcome Back,

The last few months have seen a shift from a candidate-driven job market to an employer-driven job market. At the beginning of this year, the war for talent and the struggle to fill positions was the norm. Then, almost overnight, there was a change. With mass layoff's and economic instability, the amount of candidates seeking new positions rose dramatically. For this month's newsletter, we discuss prevalent bias against the unemployed and how now, more than ever, this bias needs to be eliminated from hiring practices. But first, please see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Outstanding Vice President of Sales, North American Automotive

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This candidate quite simply delivers, period. For the last 11 years this individual has managed a North American team of Sales and Technical professionals tasked with bringing in OEM automotive business for their Tier One Global Supplier. They have increased annual top line revenue at GM by 390 Million annually, and Ford revenues have increased from 350 Million to 600 Million during their tenure. In addition, the Asian new domestic business has increased by over 500% in the last 4 years. Email for more details or call +1-313-887-8300 ex. 102.

Candidate 2: Mexico Based Plant Controller

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This candidate is a trusted financial partner to corporate in the USA as well as the General Manager in Mexico. This candidate has implemented systems and controls and has navigated and piloted the plant through some very complex change initiatives. For the last 6 years, this person has managed all cost accounting and finance team members for a USA based manufacturer. Along with the plant GM, the candidate has turned the plant around from losing over 20k USD per month to a healthy profitability for the last 5 years. Prior to this role, this individual was the Plant Financial Controller for a 6 Billion dollar European manufacturer. This person is a Mexican national, fluent in Spanish and English. Please email for more details or call +1-313-887-8300 ex. 102.


Featured Positions for Job Seekers

Position 1: Chief Legal Counsel, $2 Billion Canadian Manufacturer

In this role you will serve as the key advisor to the CEO on all legal actions including corporate, financial, commercial, civil, litigation, contract, environmental, and employment. You will also provide counsel and advice to various internal business units and senior management. You will plan, direct, and control the organization’s legal and corporate governance responsibilities - ensuring appropriate controls are in place. Responsibilities include managing all legal activities, providing advice on course of direction, interacting with outside legal groups as needed, and interacting with government agencies. Please apply only if you reside in Canada and have authorization there or are willing to return to Canada, and only if you have extensive in-house experience with a manufacturer. Please contact or call +1-313-887-8300 ex.102 for more information.

Position 2: North America Director of Quality, Global Manufacturer

This company is an outstanding organization with a long standing reputation of high-quality and durable products. The company is known for it’s technology and is seeking a leader to replace a long-standing team member who is retiring. In this role, you will lead all Corporate, Manufacturing and Project Quality initiatives. The company primarily deals in manufacturing low-volume, specialized, custom equipment for large-scale civil engineering projects. This is not a high-volume manufacturing environment, but rather many complex installation and retrofit projects. In this role you will also lead the company’s Health and Safety programs and you will report directly to the CEO. Please contact or call +1-313-887-8300 ex.102 for more info.

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Erasing the Bias Against the Unemployed

When it comes to hiring practices, it is argued that the bias against the unemployed is just as prevalent as age discrimination. A 2018 study found that not only does a bias exist against the long-term unemployed (27 weeks or more) but even against those who are newly unemployed or just laid off. Even though many have experienced being unemployed at some point during their career, the groundless bias against unemployed applicants prevails.

In May of 2019, the unemployment rate was at 3.6% in the United States compared to the 13.3% unemployment rate in May 2020. Millions of Americans have lost their jobs in recent months and so now more than ever, the opportunity to improve hiring practices exists.

The longer an individual is unemployed, the harder it is for them to find work. This is because there is a false assumption that if someone has become unemployed, there must be something about the individual that is unemployable. The longer a person remains unemployed, the more they are seen as unmotivated and with outdated skills. These assumptions are all incorrect.

Reasons Why
• Unemployed candidates are viewed as lazy or "out of touch" when it is actually the opposite. Unemployed candidates are often the people brushing up on industry research and updating skills they didn't have time for while employed.
• There are many reasons why a candidate might be unemployed and it has nothing to do with qualifications or ability.
• When hiring someone who is unemployed, you don't have to worry about counter-offers and these candidates can typically start their new job sooner.
• Studies have shown that companies that hire an unemployed candidate experience higher retention rates and are rewarded with a more loyal workforce.
• Consider that a candidate might not have been willing to settle for the first opportunity that came their way. They could be looking for the long-term career that accurately matches their skills. If they applied for your opportunity, they are very serious about it.
• You are only harming your own competitiveness by dismissing completely qualified unemployed applicants for open positions.

How to Make the Change
As an employer, there are things you can do to extinguish the bias against the unemployed:

• Focus only on the skills and qualifications to be successful in the role.
• Document your hiring decisions and evaluate other's hiring decisions.
• Standardize methods for evaluating candidates that can be repeated for any position. It’s more likely that a hiring decision is prejudiced if it’s made under the guise of a ‘bad fit.’
• Create careful and accurate job descriptions.
• Use resume scanning/application screening based on the specific job description.
• Perform a job analysis for every position inside the organization, especially for positions that appear to be in demand, so you can get an accurate feel for the skills being sought.

As an employer, it is okay to ask an applicant about a gap on their resume or why they are currently unemployed. In our experience, more often than not, there are very reasonable explanations. We all must do our part to change the prejudice mindset against the unemployed and it can happen with through better communication.


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