Chris Merida on all the latest in manufacturing recruiting

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Chris is with Global Search Network and is Senior Talent Acquisition Leader for Consumer Packaged Goods North America. So he is right there on the front lines of today's tough recruiting game.

Chris joined us to share valuable insights on what he sees every day that can help you no matter what part you're playing: hiring manager, HR, recruiter, or candidate.

Here are the highlights:

Guest Introduction

Chris shares his background, including his initial job at Enterprise Rent-A-Car and his transition to recruitment, emphasizing his preference for the family atmosphere at Global Search Network over corporate life.

Challenges and Market Dynamics

Chris discusses the importance of acquiring new clients to maintain a steady stream of job opportunities, as his core clients often have consistent needs.

He highlights the challenges of a slow market and the necessity of maintaining an active pipeline of both candidates and clients.

Chris describes the current job market as having many openings, with clients sometimes being too selective or taking too long in the interview process, leading to candidates accepting other offers.

He praises Chobani for having an efficient recruitment process and the ability to expedite decisions when needed, contrasting it with other clients who may take longer.

Client Relationships and Recruitment Processes

Chris elaborates on the importance of having a supportive and efficient recruitment process, using Chobani as an example of a client with a well-organized system.

He mentions the role of coordinators in managing the recruitment process, which helps in expediting decisions and keeping candidates updated.

Jim and Chris discuss the benefits of having a supportive and efficient recruitment process, with Chobani being a gold standard in this regard.

Chris shares his appreciation for having Chobani as a main client, noting their growth and acquisitions, and expresses a wish for more clients like them.

Impact of COVID-19 and Candidate Expectations

Chris notes the significant impact of COVID-19 on candidate expectations, particularly the desire for remote or hybrid work arrangements.

He observes that newer candidates prefer not to work on the manufacturing floor and often leave jobs quickly for career growth, unlike older generations who valued stability.

Chris emphasizes the importance of patience and performance in career growth, advising newer candidates to be patient and produce results before seeking promotions.

Jim and Chris discuss the misconception that there is a lack of workforce for manufacturing jobs, with Chris believing that a capable workforce can be found for any job.

Workforce Availability and Job Descriptions

Chris argues that there is always a workforce available for manufacturing jobs, despite the common narrative that there is a shortage.
He believes that if jobs were available in the U.S., the workforce would adapt and fill those roles.

Jim and Chris discuss the importance of detailed job descriptions to ensure candidates understand the requirements and fit for the job.

Chris shares his experience with remote roles and the challenges of attracting candidates who read the job description carefully, emphasizing the need for clear and accurate job postings.

Networking and Job Search Strategies

Chris advises job seekers to network on LinkedIn and connect with employees at companies they are interested in, increasing their chances of success.

He emphasizes the importance of reading job descriptions carefully and ensuring that candidates meet the requirements before applying.

Chris highlights the success of LinkedIn as a job board, notin