Next Steps If You Are Fired
Adam Palmer • November 13, 2020
Do. Not. Stress. Ok, that’s not realistic. But, try to stay calm. Being fired from a job isn’t a death sentence to your career, especially during this pandemic.
If you are fired, the primary thing to remember is to not become angry during the firing process or anytime while still on company property. You do not want to burn any bridges with your company because you never know what future opportunities may arise. Next, ask your employer for a full, written account of why you were let go for your records. Then, go home and relax for the rest of the day. Get your head back straight and get ready to move forward.
When preparing your next career move after being let go, focus on getting your unemployment benefits filed first. Even if you expect to get a new job soon, make sure your unemployment is taken care of in case something happens to the new opportunity. After this, it’s time to update your resume. Make sure to go through your most recent job description and include hard numbers of achievements.
Lastly, start applying! If you are unsure where to start, speaking to a recruiter can help focus your search and provide someone in your corner. When a recruiter submits your application and resume to a company, they are telling the company that they also approve of you as a worker. This can mean a lot when working with the right staffing firm.
One more point, if asked, do not lie to potential employers about being fired. Be honest. Lying will only hurt your chances because there is a high probability of them calling your previous employers.
Burnout can impact all aspects of your manufacturing team. From the people on the shop floor to those working in the human resources department, everyone can face burnout when it comes to their jobs. High turnover rates, the constant pressure to fill specialized technical roles, and the sheer volume of entry-level applications can create major stress for a manufacturing HR department. But there are ways to create a hiring process that works with your production needs without burning out your staff. Consider these ways you can prevent your HR staff from burning out while still getting the job done. Don’t Wait Until Someone Leaves to Start Looking for New Workers HR teams feel the burn when they’re forced to panic hire. When a vacancy suddenly occurs, HR must push to fill it right away to avoid halts in production. This can be stressful and can lead to hiring people who are really not qualified for the job. Instead, work on having a pool of available talent whom you can go to when a vacancy opens. While they may not be available, you may be able to find someone who is extremely qualified and has already shown interest in the company. This releases the stress and is a more efficient way of hiring. Streamline the First Round of Screening Instead of manually going through all resumes to see if they meet the basic requirements, use “knock-out” questions to eliminate those that don’t meet the basic requirements. This can include things like shift availability and having certain certifications. If an applicant does not possess these things, then you can weed them out right away. This allows HR to only spend time screening candidates who are eligible for the job. More Efficient Interviewing Process Implement a more efficient interviewing process. Every hiring manager may have a different process that inevitably slows things down. Establish one process that everyone agrees on. This can include a structured scorecard to rate candidates based on their interview answers. Rather than send emails back and forth to candidates, use a self-service booking link that allows the candidates to see available slots and sign up for them. Instead of having to track down different managers for their thoughts on a candidate, use digital notes in a file so everyone can have access to the different opinions and reach a decision quicker. Focus on Finding the Right Fit for the Work Culture While skills are undoubtedly an important part of finding the right employees, you don’t want to forget about screening to find someone who fits the job culture. Look for the right attitude and reliability. This can help to avoid high turnover rates. Some people may have the right skills, but may struggle in the work culture, resulting in them leaving even before they really get started. This puts you right back at square one. Work with a Recruiting Firm When you work with a recruiting firm, they will do all of the legwork and only leave you with the best candidates. They’ve checked skills and basic requirements and know who the right fit will be. They will give you these applicants to interview and choose from. Recruiting firms use the most efficient practices to help streamline the hiring process. They can sift through resumes and vet candidates, so your HR team doesn’t get burned out. At Summit Careers, we utilize only the best hiring practices so that our manufacturing clients have a pool of qualified candidates. We are here to get the job done for you so that your HR team is energized to find their next employee. Reach out to us today to learn more!
If you own a manufacturing company and hiring has been anything but successful lately, you’re not alone. Many manufacturing companies are hitting major roadblocks when it comes to finding qualified candidates. While each story may be different, many share the same underlying problems. What’s behind these troubling trends, and what can employers do to reverse them? The Summit Careers team is digging deep to find you answers and help you find the qualified candidates that are in demand right now. Why Manufacturing Hiring is Broken There are several reasons why manufacturing hiring just isn’t what it used to be. Do any of these sound familiar? Skills Gap While candidates may have traditional manufacturing skills, they may not have the digital skills that many manufacturing jobs now require. Many experienced technicians also need to know how to troubleshoot software issues. Fierce Competition The competition is fierce for manufacturing candidates. Many companies are competing with tech facilities for the same workers. Tech giants can offer higher wages and more benefits that are pulling workers away from the traditional manufacturing sector. Changing Demographics Manufacturing jobs were popular with the now aging workforce. As these workers retire, there are fewer people who are fighting to take their place. Statistics show that while nearly 4 million manufacturing jobs are expected to open up by 2033, half of those roles will go unfilled. Just 14% of Gen Z say they would consider industrial work as a career. Workplace Stereotypes Many job seekers may have outdated beliefs about what manufacturing really looks like. While they may assume it entails dark, unmodern factories, they may be unaware that modern manufacturing is clean and efficient. Economic Uncertainty Some companies may not be able to hire the workers they need due to economic uncertainty. This can result in overworked employees and a decrease in production. Ways to Reverse The Trend While this trend in manufacturing hiring is disturbing, there are things that employers can do to improve the situation and help themselves. Offer Better Compensation Manufacturing companies can offer better wages and benefits to compete with tech companies that may have more on the table. If the offer is right, a candidate may choose to work for a smaller company rather than a tech giant. Look to Build Skills Explore internal training that helps employees with both technical and digital skills. This will allow employees to gain the knowledge they need to excel in both areas. Offer Flexible Work Schedules Since those in the manufacturing field can’t work remotely, employers can offer flexible schedules, such as 4-day work weeks. This can help to attract more candidates. Find Ways to Collaborate Work with educational institutions and staffing agencies to find trained workers who have the desired skills and are ready to work. Use Social Media for Authentic Storytelling Reverse the stereotypes that some manufacturing facilities may have by providing authentic storytelling. Use platforms like TikTok and Instagram to provide a behind-the-scenes look at a real manufacturing facility and the people who work there. Provide Referral Incentives Provide incentives for employees if they bring on a candidate who gets hired and stays on the job for a set time. This can help to attract qualified workers and retain the ones you have. Partner with Summit Careers to Find Qualified Candidates If you’re a manufacturing company looking to find qualified candidates, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. Contact us today to learn more about our manufacturing staffing program and how you can benefit.
We’ve all been there before: the middle of the night job search scrolling, the relentless application process that ends in ghosting. Many people find job searching a full-time job in itself. Unfortunately, when you’re doing it alone, it can be unrewarding, leaving you unemployed. When you work with Summit Careers, we do the legwork for you. We take the time to find the best job matches, so you don’t have to. Our team is dedicated to getting you on your career path. What do we do and who do we work with? Let’s take a look. How Much Time are You Spending Looking for a Job? First, it’s important to understand just how much time your job search is taking from you. While everyone is different, the tasks are the same. Do these tasks sound familiar? Skimming Through Job Boards Experts find that many people spend more than 3 hours a week just skimming through job boards. This involves reading posts that are irrelevant, otherwise known as, wasting time. Tailoring Resumes and Cover Letters If you’re lucky enough to find a job or two that suits you, you have to tailor your resume and cover letter. This can take another 5 hours or so, depending on the amount of work you have to do and how many jobs you may be applying to. Networking We all know that networking is another excellent resource in the job search, but this takes time. This can be a couple of hours a week as you make calls, write emails and reach out to people in your industry. Interviews When you do get an interest in your resume, it’s time to interview. Whether you’re doing this online or in person, this is also a time-consuming task that can yield zero results. In total, you can expect to spend at least 15 hours a week searching for a job. Yikes! But when you work with an agency like Summit Careers, you can reclaim that time and use it for other tasks. How Working with Summit Careers Saves You Time Here’s how working with Summit Careers makes the job search process easier for you: We Find the Jobs for You We work with companies that have shared their job postings with us because they know we have a pool of qualified candidates. They don’t have to waste their time posting anywhere else because they trust us to find their new hires. We Handle the Correspondence No more stalking your inbox. Our team handles the communications, so you don’t have to worry. We Schedule Interviews Once a match is made, we work to schedule a convenient interview time. Our team has made connections with hiring managers. We have built relationships that help our clients. We handle the logistics so you can concentrate on putting your best foot forward during the interview. Industries We Work With Job seekers enjoy working with Summit Careers because we partner with a wide variety of industries : Manufacturing (machine operation, assembly, quality control, etc.) Distribution (box truck drivers, CDL) Professional Trades (electrician, plumbing, auto mechanic, sheet metal work, welding) Precision Manufacturing (CNC plastics & metals, engineering, deburring, quality control, grinding) Warehousing (shipping & receiving, packers, powered machine operators, inventory control) Administrative (human resources, accounting, payroll, controller) Medical/Dental (non-clinical, nurses, medical/dental assistants, CNAs, nurse practitioners, physician assistants) Schools/Universities (teachers, professors, paraprofessionals, administrators, maintenance, cafeteria workers, chefs, prep cooks) If you’re looking for jobs in any of these fields, it’s time to partner with Summit Careers! Connect with Summit Careers in Your Job Search Summit Careers is here to help you find your next employer! Whether you’re looking for permanent or seasonal work, we can help. Now is the time to apply for seasonal positions, so don’t miss out on your next opportunity. Let us know the type of job you’re looking for and we can connect you with the right companies. Reach out to us today and submit your resume so one of our recruitment consultants can get to work for you!
