Innovative Solutions: MAU Develops Customized In-house Assessment

In the year 1837, a renowned manufacturing company emerged, specializing in a wide range of products, including lawnmowers, industrial diesel engines, and equipment for government and military applications. Recognized for their superior craftsmanship, this company faced a common challenge in a competitive labor market – maintaining a robust workforce to support their production demands. Among their facilities, one particular plant experienced a significant turnover rate, prompting the need for a solution.

Getting to the Root of High Turnover

The plant management sought the expertise of a recruitment agency with a proven track record – MAU. Their mission was to assist in the implementation of a new shift at the manufacturing plant. Due to logistical constraints, on-site continuous training was impractical. With great tact, the MAU recruiters devised a strategy, immediately bringing in cohorts of fifteen candidates at a time. These individuals underwent a series of assessments, mirroring the historically administered evaluations used by the company.

A critical juncture in the selection process was the valve assembly assessment – the make or break stage for potential hires. Mastery of this assessment was crucial, as it determined whether an applicant would move forward in the hiring process. Soon after the MAU team commenced evaluation of candidates, they encountered a significant obstacle – a shortage of qualified individuals possessing the necessary skill sets required to pass the demanding Valve Assessment set by the manufacturing company.

To address this challenge, MAU devised an additional step in their own selection process. This step aimed to effectively identify candidates who were highly likely to succeed in the ultimate assessment conducted by the company.

The Creation of Skill School

In July 2018, a solution was devised to ensure candidates were well-prepared for the rigorous assessments in place. A Skill School was established at a branch location, featuring a mini-assessment that closely resembled the main assessment. The primary objective was to address the shifting market dynamics and save time by eliminating interviews with unqualified candidates.

When candidates arrived for their interviews, the mini-assessment served as an initial evaluation, significantly increasing their chances of being hired for the customer site. The establishment of the Skill School also prompted recruiters to adopt a fresh perspective in their candidate search.

Instead of solely focusing on candidates with prior manufacturing or industrial experience, the search was extended to those with mechanical aptitude, ability to follow instructions, and swift execution. Individuals with interests or experience working in auto shops, performing tasks such as oil changes or tire replacements, were also targeted. By expanding the pool of potential employees beyond those with manufacturing experience, more candidates were brought in, allowing them the opportunity to showcase their skills through the in-house assessment.

What Was Skill School’s Impact?

The Skill School exceeded expectations, with approximately 95% of participants successfully passing the initial valve assessment. These individuals were then prepared for on-site training at the customer’s location. Among those who cleared the Skill School’s assessment, 83.3% successfully completed the on-site training and secured employment. This effectively reduced the double-digit turnover rate experienced by the organization to around 4%.

During the collaboration with the organization, innovative safety solutions were established, and a pilot program was implemented that used a digital belt to track employees’ movements. The purpose of this tool was to gain insights into their daily activities, ultimately facilitating improvements in their safety and well-being. In just two years, the remarkable achievements of the team led to MAU receiving the prestigious Diversity Supplier Award from their client, acknowledging their outstanding contributions.

In conclusion, the creation of the Skill School by MAU recruitment agency proved to be a strategic solution in addressing the high employee turnover at the manufacturing plant. By implementing a mini-assessment that mirrored the company’s own demanding Valve Assessment, MAU was able to effectively filter out unqualified candidates early in the hiring process.

This not only saved time but also broadened the scope of potential candidates to include individuals with mechanical aptitude and related experience, rather than just those with prior manufacturing or industrial employment. As a result, the manufacturing company was able to maintain a robust workforce, ensuring continued production to meet their diverse product demands.