3 MIN. READ
With the current labor situation in manufacturing being precarious at best, understanding how to interview manufacturing workers has become more crucial than ever. During the pandemic lockdowns, many consumers focused on making their homes as comfortable and inviting as possible. This trend increased the demand for durable goods.
In response to that surge, U.S. manufacturing output rose higher than before the COVID-19 recession hit, necessitating the need for more workers. Unfortunately, too few were available. The national push for many employers to reshore production has further exacerbated the labor shortage.
As a result of this shortage, many employers offer incentives to obtain the workforce they need. The added cost of these perks makes it vital that every hire be the most productive worker for the position. A well-conducted job interview will aid in comparing candidates and provide the best return on a company's investment.
Elements of a Good interview
Interviewers should begin by introducing themselves and their companies. They can watch for positive or negative responses to the work environment they describe. They should also explain what they expect of the interviewee. This explanation may also include any work-related tests. For example, if employees will be packing boxes, a trial to see how rapidly they can assemble them may be in order.
Good interviews start with preparation. Steps in this process include going over the candidate's application and any other relevant paperwork. Experience, education, and skills can reveal where and how well the applicant will fit in. Questions should be thought out in advance and have a specific intent. These inquiries should explore a worker's general behavior and response to job-related situations.
During a meeting, wise interviewers take careful notes to aid in the recall of important information. They will also give candidates the chance to ask questions.
One recognized method of conducting interviews is the STAR process. The letters of the acronym encompass the descriptions of challenges previously faced by the candidate. They are:
● Situation. The candidate gives the details of the challenge.
● Task. The candidate describes whatever part of the job created the challenge.
● Action. The candidate describes the steps taken to overcome the challenge.
● Result. The candidate describes the outcome of that action.
Some potential employees may be aware of the STAR method and use it to respond to questions relating more to their general behavior. The interviewer must ensure the answer given satisfies the actual inquiry. If not, the interviewer can rephrase the question.
While effective, the STAR method may not cover everything a company needs to know about an applicant. One example of this lack would be necessary limitations on work hours. An interviewer may have to expand the scope of questioning as necessary.
Regardless of the type of questions asked, the candidate, rather than the interviewer, should do most of the talking. During this exchange, an interviewer can also assess nonverbal cues, such as alertness. These observations are critical if the job involves strict attention to details that maintain safety and prevent rejects.
An interviewer must also be aware of what subjects could trigger a protest or legal action. These may include:
● Age.
● Race.
● Gender.
● National origin.
● Religion.
● Disability.
● Marital status.
● Family status.
Good interviewers should be able to put themselves in the candidate's shoes. By remembering interviews they've experienced, they can see more clearly what questions best reveal a good fit. Some of the best manufacturing interview questions are listed below.
Top Five Interview Questions
1. Tell me about a time you worked without a supervisor. This question will show how well a candidate handles responsibility. The answer will also give some clues to an applicant's work ethic.
2. Have you handled physically demanding work? A variant is: "Can you lift 50 pounds?" This question shows whether a candidate can handle a strenuous job. It may apply to moving equipment or pails of coatings and chemicals.
3. How important is work safety to you? This question not only applies to candidates' concern for their own well-being but will also help a company minimize disability claims and keep insurance rates down.
4. What kinds of equipment, machinery, and tools have you used on the job? This question indicates if candidates can jump right into productive work or will require considerable instruction. Learning this information can minimize training costs.
5. What would you do if you saw a fellow employee violating company policy? This question will give the interviewer some idea of an applicant's ethics as well as problem-solving abilities.
These questions can be adapted or expanded to fit a company's specific needs.
Want to learn more on this subject? Read our post How Manufacturers Can Leverage Marketing to Attract Talent
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