Recruiting in Industry between volume requirement andpenuric: how to attract the best profiles?

The industry sector has quickly recovered from the health crisis. The need for recruitment is intensifying and today represents a major challenge for professionals in the sector. Between the lack of candidates, the need for specific skills and the intensity of recruitment, the challenge is enormous. How to attract the best profiles and remedy the labor shortage? How to identify and convince talents to join the sector?

This page brings together all the resources needed to help industry professionals identify and attract the best talent in this growing environment.

Discover our offers in Industry

Bruce helps professionals in the industry sector to meet their recruitment challenges, increase their activity or develop new projects. Bruce offers a platform with multi-distribution of offers (job boards, social networks and CV libraries), a matching algorithm with real-time selection of the best profiles in our CV library of 500,000 CVs, a candidate pre-qualification service: presentation of the mission, confirmation of availability, interpersonal skills, elocution. Through the Bruce application, professionals in the sector will have access to a tool for monitoring applications 24/7 for all vacant positions. Bruce's teams provide the client with a dedicated consultant throughout the recruitment process and an account manager to manage the mission. In addition, Bruce offers support targeted to the challenges and needs of the recruitment, whether it is volumetric, multi-site, penurious...

Starting at 1.60 delegation coefficient.

Our tips to recruit in industry

In industry, finding the ideal candidate is increasingly difficult, whether due to the shortage of qualified or competent personnel in a specific field or to the unattractive job pool for new talent. The industry is the sector where the jobs are the most scarce: production operator, packaging operator, forklift operator, maintenance technician, setter... The list is long! So to overcome this shortage, solutions must be put in place!

Define the need and the type of profiles sought

First of all, you must define your needs and the type of profiles you are looking for. Is the recruitment penurious because of a complex geographical area, or because of rare sought-after skills? Is there a specific skill that you absolutely need for the candidate to join your company? Defining these criteria will help you have a clearer and more precise approach to your needs.

Take care of your image

To attract candidates for more traditional positions, leveraging your company's image is a good way to make them want to join you. Highlight your company's assets! In order to be able to convince penurious profiles to join you, you must be attractive to talent. Put forward your employer brand, highlight the positive points of your company and the possibilities of evolution, internal mobility, advantages... You can also review the remuneration to propose an attractive and competitive salary. A talent with a rare profile and skills will surely be offered several positions. A higher than average remuneration can therefore tip the balance. Moreover, with robotization and automation, some jobs that may have seemed hard in the past are less so today. Also, make sure that candidates have the right perception of the jobs you offer.

Think about training

Apprenticeships are a good way to find candidates. Offering apprenticeship positions can help you expand your search area and therefore widen your target audience. Apprenticeships will also allow you to attract young, motivated recruits who will learn the specifics of your company and your techniques. This will give you the opportunity to hire a fully trained and operational employee as soon as he/she leaves school since he/she will have been trained by you.

In addition to apprenticeships for young people, think about operational preparation for employment, which can allow job seekers to be trained on specific needs. Different schemes exist and you can get support from the employment office or from your temporary employment agencies. You should also consider co-financing to finance these training courses. Co-funding is based on the sharing of the financing of the training between the employee via his/her CPF and the company. In addition, do not hesitate to relax certain criteria in the selection of candidates. Focus on the human skills of the candidates and their willingness. A motivated and willing talent can reveal all his or her abilities after training.

In this recruitment context, candidates must be the main concern of managers. Capitalize on the human aspect if the position is not very attractive, value the atmosphere and the working relationships that the employee will find in your establishment. Put forward your know-how, value your training programs... You must make the candidate want to apply in your establishment rather than in another one, put forward your strong points.

List transferable skills

Some occupations may also have skills that are transferable to the industry. Look for other profiles that come from different sectors of activity but have skills that are transferable, such as talents who have worked in a factory. The need is not very qualified but the know-how is very important and therefore transferable to the industry. The same is true for the hotel and restaurant industry. This is a sector that requires people skills. An employee of the hotel and restaurant industry who wishes to change sector could be an interesting candidate. Also, consider degrees that give candidates transferable skills. A talent with a degree in chemistry may be a good fit in case you need personnel with rules to follow for handling harmful products. That's why it's essential to list your needs in advance. If the shortage is based on qualified jobs, set up an integration and training plan to support your employees.

Prepare to recruit for Industry 4.0

Industry 4.0 or industry of the future relies heavily on new technologies and new methods of industrialization. This new industry will also require specific skills and will thus open up new professions. To attract young profiles, modernize your approach and be aware of the expectations of these future recruits. Highlighting the company's modernity can help attract more candidates. Also emphasize the attractiveness of the company and the position, so that candidates understand the culture of the company they will be joining. Temporary work can be a gateway to these new professions. It offers a safe and flexible way to integrate young talent, train them and retain them in a long-term vision. Industry 4.0 also means that there is a need for more skilled jobs as industry becomes more computerized. The needs will therefore be for technicians, adjusters, line operators, etc. It is true that more and more robots and machines are appearing, but behind that, there will always be a qualified employee to adjust and operate these machines. This gives you the opportunity as an employer to communicate more about the positions to be filled: less strenuous, more interesting and involving new technologies, so that they are more attractive.

Outsource your recruitment

To be sure to reach the right profiles, think about outsourcing your recruitment in order to widen your search and give you more chances to recruit these rare profiles. Whether it's a temporary, fixed-term or permanent position, the agency can assist you in these difficult recruitments. An agency with recruitment experts in the industry sector can be of great help to you. The knowledge of the sector, the understanding of the need, the follow-up and the sorting of the applications will be thus ensured. A recruitment agency also has a talent pool and allows you to recruit quickly and efficiently! A digital recruitment agency like Bruce allows you to find the perfect match and therefore the ideal candidate in just a few clicks. Interim staffing gives you the flexibility to attract candidates and do pre-hiring. In addition, you can build up a pool of candidates after testing their skills in the interim.

Go digital

Digital recruiting is no longer an issue: a successful recruitment is also a fast, flexible and inexpensive recruitment. According to an Opinion Way study conducted for Bruce, ¾ of employers and 6/10 talents believe that digital recruitment improves the recruitment process, an indisputable plebiscite. Digitizing your recruitment allows you to simplify administrative procedures: all important documents are dematerialized and saved automatically. You can also conduct all your interviews remotely thanks to the video interview. This allows for a fluid and rapid exchange with candidates. Moreover, in the context of industrial recruitment, digital technology allows you to greatly expand the area of search for talent and to source candidates from all over. The notion of speed is a key asset in industry, the fact of being able to drastically reduce the recruitment process while targeting qualified candidates for the position to be filled allows us to respond immediately to needs. Digital also allows you to interview candidates who are not in your local area, modernize your approach and simplify your human resources management.

To go further

(Re)delighting customers after a year of health crisis: the challenge of HR in the hotel and restaurant industry

With Adeline Brault-Meslin Director of Talents and Culture Molitor (Accor Group)

Customer loyalty and satisfaction during the recovery period, a key issue

With Ester de la Fuente Assistant Director Elysa Hotel

Discover a new way to recruit with Bruce

Bruce is a digital recruitment agency specializing in short term contracts (temporary, fixed term) and permanent placements. Thanks to its powerful matching algorithm and its 80 recruitment experts, Bruce supports nearly 500,000 talents and 1,000 clients (SMEs and large companies) to help them create the perfect match. Through a unique and customizable platform, Bruce offers total visibility on the recruitment process 7/7 and 24/24. This combination of people and technology is designed to create a more ethical job market that is more conducive to success for everyone.

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