Recruiting and Social Media
Adam Palmer • November 13, 2020
The potential to recruit candidates is more than job sites, LinkedIn and emails.
Brand Awareness is the king of social media advertisement. This means that the primary return you get from utilizing ad platforms on sites like Facebook, Instagram, and Twitter is more awareness to potential customers that your brand exists. You kind of need people to know you exist to sell your homemade real-hair dolls and remote scuba lessons. This is also an advantage for staffing and recruiting firms. You need people to know you exist so they can see what positions and services you have available.
Staffing firms don’t always have the right job for someone right now. Therefore, ensuring that potential applicants know they can contact you for any future jobs is essential. This opens up your pool, so when you do have jobs open, you can staff them quicker from your pool.
Utilizing the social ads platforms to their fullest potential can be a game-changer for your firm.
Facebook: They are still king. They as well have a very robust targeting system but is limited due to EEOC laws when it comes to specifying groups. You have to be savvy in how you work their system and their “interest” targeting groups. A/B Testing will be your best friend. Facebook as well has the ability to post Jobs from your business page. This can draw in a completely different demographic than a lot of other job sites - good & bad.
Instagram: They are owned by Facebook, so you use the same targeting. Just remember that their image/video dimensions are more limited due to being mobile-only.
Twitter: Twitter has been dismissed by brands lately but is starting to make a comeback. I don’t recommend putting $ behind ads on here, right now. But that might be changing.
Google Ads: If you’re not running a search or local business campaign, you’re losing business. ProTip: Don't put money behind the search term for your business name. If someone is local and searching for your business by name, they'll find you.
YouTube: Unless you’re producing high-quality videos, I would not recommend using YouTube’s ads (through Google Ads). If you are producing high-quality videos, their targeting platform is incredible.
When it comes to filling manufacturing positions, companies are feeling the pinch of vacant positions. Data shows unfilled manufacturing roles could cost the U.S. economy $1 trillion by 2030. For an individual plant, the hidden costs of a vacancy often outweigh the salary of the person who should be there. What Vacancies are Really Costing Companies Vacancies are costing companies more than you would think when you break down the dollars and cents of it all. Experienced Workers With 26% of the manufacturing workforce aged 55 or older, every unfilled role next to a veteran worker is a missed opportunity for mentorship. When those veterans retire without a successor who has shadowed them and learned the ropes, decades of expertise are lost. Overtime Costs To meet production quotas, existing staffers must pick up the slack. This can lead to massive overtime costs and employee burnout. This can be extremely dangerous. Fatigued workers are statistically more likely to make errors or suffer injuries, driving up insurance and rework costs. Operational Costs If a maintenance job goes unfilled and machines stop working, it can lead to longer downtime, costing the company money. If a line is down for four hours instead of one because you’re short a technician, the loss can exceed thousands of dollars. Competitive Disadvantage Production delays can give competitors an advantage. While you’re taking longer to complete tasks, they’re surging ahead and taking your customers. How to Close the Gap Reducing the cost of unfilled positions requires moving from reactive hiring to proactive employee retention. 1. Data-Driven Training Instead of searching for the perfect candidate, start building them in-house. Many high-performing plants are using skill matrices to identify their gaps. By training current employees to do other tasks, you can create a more resilient, cross-trained floor. 2. Invest in Labor-Augmenting Technology In 2026, automation isn't about replacing people; it's about making the people you do have more effective. AI Resources: New AI systems can now help less experienced operators by providing real-time, natural-language troubleshooting guides based on the plant’s own historical data. This can help employees get the information they need when they need it. Collaborative Robots: These handle the more mundane tasks, allowing your human talent to focus on quality control and complex assembly. 3. Structured Onboarding Program Data shows that 30% of manufacturing departures happen within the first 90 days. To reduce this at your company, implement a structured onboarding process: Day 1: Safety-first orientation. Day 30: A "stay review" to identify friction points before the worker looks elsewhere if they are unhappy. Day 90: A clear path to the next skill level or pay grade. By showing you are taking time and effort to retain employees, they will feel valuable and will not look for a quick out. Let Summit Careers Fill Your Manufacturing Roles If you’re feeling the cost of unfilled manufacturing positions, let Summit Careers help. We work with qualified individuals seeking their next career move. Reach out to us today so we can help!
Universities are facing a troubling trend as they work to find and retain administrative talent. Many schools looking to fill IT professional, HR director, and mid-level manager positions are finding it difficult to compete with the private sector for the same positions. Why is this happening, and what can universities do? Let’s take a look. Salary Differences The most obvious hurdle is the paycheck. According to 2024–2026 labor data, while public universities have recently outpaced private universities in salary increases for senior administrators, median raises are barely keeping pace with inflation, let alone with private-sector competition. While a university may offer a stable career, the private sector may offer more money. This can steer quality talent in that direction. Universities may not be able to do much in this department, so it will remain an issue that keeps top talent away. Remote Work Options Many private-sector jobs can offer employees remote or hybrid work options. These days, this is very appealing. People want the flexibility that private sector jobs can offer. Universities are often bound to in-person jobs only. Leadership often feels that for a campus to be alive, staff must be physically present. This can deter some quality employees from these positions. Many favor remote options and will gravitate toward companies that offer them. If the private sector offers higher salaries and remote work options, universities may not be able to compete. Increasing Complexity The job of a university administrator is becoming more difficult. New financial rules and delays in federal aid have made it more difficult to work in some university departments. There are also some demands to be more AI-savvy to manage enrollment and student engagement. Some of these tasks are unappealing, leaving candidates to look to the private sector, especially if the salary is higher. How Can Universities Compete? To win back administrative talent, institutions have to change. These are some suggestions: Embrace Flexibility: Consider allowing remote work for roles that don't require face-to-face student interaction. This can be for data entry and similar tasks. Modernizing Benefits: If the base salaries can’t compete with the private sector, they can, and should. Universities can consider offering tuition help, superior health benefits, and excellent retirement options. Streamlining the Search: Academic hiring is notoriously slow. A corporate recruiter can hire an accountant in two weeks; a university search committee might take six months. By the time the offer letter arrives, the talent is gone. By speeding up the process, universities can avoid losing talent. Are you Looking to Fill University Jobs? Contact Summit Careers At Summit Careers, we hear from candidates daily looking to fill university jobs. When you partner with us, we will sort through resumes and present you with only the best candidates. Contact us today to learn more about our university staffing program and how we can help you fill your vacancies. We have helped countless universities find their top employees; let us do the same for you.
Today’s blue-collar workforce wants more than a job to pay the bills. They want a career that respects their time and gives them a future. They are looking for employers who can offer benefits that extend beyond the workday. Let’s take a look at several things that the blue-collar workforce wants in 2026 and what employers can do. A Clear Path to Growth Many blue-collar workers want a clear path to growth. They don’t want to stay stagnant in their jobs. They want opportunities for promotion, regular performance-based raises, tuition reimbursement, and more. If you can provide some of these, you may be more likely to attract quality workers to your company. Stability with Hours While blue-collar workers can’t work from home, they want something different when it comes to the hours they work and their stability. Many do not want to be “on-call” 24/7. They want to know their schedule in advance. This can lead to a better work-life balance. This can make a huge difference in keeping workers happy. Tangible Security Job security is extremely important. Workers want a guaranteed minimum number of hours. They also want equitable pay. They know how important their skills are in a tight labor market. They want to have a paycheck that reflects the rising cost of living and their skills. Restful Time Off These days, workers want long weekends and paid holidays. They want the extra paid time off for long weekends or reaching milestone employment levels. Parental leave and paid sick time are also important. Some companies also offer mental health days. These are all things that do not go unnoticed with the blue-collar workforce. Long-Term Financial Security Workers not only want to be taken care of now, but they also want to have long-term financial security. This includes retirement matching or pension contributions. Budgeting help and financial education are important as well. Any seminars or resources to better help them understand their options early are also appreciated. If they know their employer is looking out for their long-term financial goals, they will greatly appreciate it. Appropriate Inclusivity The face of the blue-collar workforce is changing. More women are entering trades like construction and transportation. They are seeking inclusion in every aspect of this workforce. Inclusivity also extends to workwear, ensuring it encompasses all body types. Workers are also seeking mentorship that establishes clear career pathways for underrepresented groups in the trades. The Bottom Line The current job market is one in which blue-collar workers want to stay in their current positions but ensure they fulfill their needs. But there are those who don’t feel like their needs are being met. This group is quietly waiting for an offer that respects all of their boundaries. If you want to attract the best-quality employees, you need a more human-centric operation. At Summit Careers, we work with employers who are seeking the best-quality employees who also possess the skills they are looking for. To learn more about our program, reach out to a Summit Careers team member today.
