Our expertise isn’t just in finding talent; it’s in understanding the intricate needs of manufacturing businesses, from the shop floor to executive management.
What sets us apart is our deep industry insight.
We’re not just recruiters; we’re manufacturing enthusiasts who keep pace with industry trends, technologies, and the shifting dynamics of the global supply chain.
This allows us to not only meet your immediate hiring needs but also to anticipate the future skills your business will require.
With MACRO you gain a partner who speaks your language, understands your challenges, and is committed to your success.
Our tailored approach means we don’t just fill vacancies; we empower your business to exceed its operational and strategic goals.
How we help
Talent sourcing
MACRO has access to a wide pool of candidates across Australia, including passive job seekers who may not be actively looking for a job. We help by identifying and attracting potential candidates who have the required skills and experience for manufacturing roles. Upon taking a brief from you, we will create marketing campaign that includes
- Advertisements on all suitable job boards and social media platforms
- Approach educational institutions
- Download resumes and contact details of suitable candidates from 3rd party databases such as Seek, Indeed and LinkedIn
- Email our entire database of candidates that have the skill sought, asking if they are interested or know of someone suitable that is
- SMS targeted candidates that are within driving distance of your vacancy
- Phone all suitable candidates in our database. We use custom AI tools built into our CRM to lift the closest matched candidates to the top of our call list results
Screening and selection
MACRO Recruitment screens and evaluate candidates to ensure that they have the necessary qualifications and experience for the manufacturing roles. We can conduct pre-employment assessments and reference checks to verify a candidate’s work history and suitability for the role. Candidates are compared and shortlisted, the best candidates are sent to you to review. Our recruiters are trained in best-practice interviewing techniques and evaluating behavioural profiles (using DISC). MACRO’s screening process takes into account the candidates
- past performance,
- behavioural profile,
- motivations and
- knowledge.
Streamlined recruitment process
MACRO Recruitment can streamline the recruitment process, from initial screening, selection, and introductions to making final job offers. This can save the employer time and effort in managing the recruitment process, allowing them to focus on other important tasks. MACRO fields all enquiries and ensures unsuccessful candidates are responded to in timely manner.
Industry knowledge
A recruitment agency that specializes in manufacturing recruitment has a deep understanding of the industry and its unique challenges. We can provide valuable insights into the local labour market, including salary benchmarks, skill shortages, and emerging trends.
Employer branding
MACRO can help employers to build and promote their brand as an employer of choice in the manufacturing industry. This can include developing an attractive employee value proposition, promoting the company’s culture and values, and highlighting its commitment to employee development and wellbeing.
“… meticulous selection process and dedication to finding the best available”
Jacky Vanderwal Pact Group
MACRO can provide valuable support and expertise in the recruitment of manufacturing workers. We can help employers to find the right candidates, streamline the recruitment process, and promote their brand as an employer of choice in the industry.
Current recruiting challenges
- Skilled labor shortage: Manufacturing jobs often require specialized skills or training, and there can be a shortage of skilled workers in certain areas. This can make it difficult to find qualified candidates to fill open positions.
- Competition from other industries: Manufacturing companies may face competition from other industries that also require skilled workers, such as healthcare or technology. This can make it difficult to attract top talent to the manufacturing industry.
- Perception of the industry: Some individuals may perceive manufacturing jobs as low-paying, dirty, or dangerous, which can deter them from pursuing a career in the industry. This can make it challenging to attract a diverse range of candidates.
- Lack of interest in the industry: The manufacturing industry may not be seen as glamorous or exciting, particularly for younger generations. This can make it difficult to attract and retain talent, especially as older workers retire.
- Geographic location: Some manufacturing companies are located in rural or remote areas, which can make it difficult to find candidates willing to relocate or commute long distances for work.
Overall, recruiting manufacturing staff can be challenging due to a combination of factors such as skilled labour shortage, competition from other industries, perception of the industry, lack of interest in the industry, and geographic location. To address these challenges, manufacturing companies may need to implement innovative recruiting strategies, such as offering competitive compensation and benefits packages, partnering with technical schools or community colleges to develop a pipeline of skilled workers, and creating a positive company culture that values its employees.
“Macro Recruitment’s exceptional ability to source skilled staff for the manufacturing industry has significantly boosted our operational efficiency and productivity.”
Johnathon Kilday Amcor
Our most commonly hired manufacturing roles
CNC operators and programmers: A great CNC programmer is someone who is technically proficient, detail-oriented, and able to think critically and creatively to solve complex problems. They must also have strong communication and time-management skills and be committed to continuous learning and development.
Production workers: These workers are responsible for operating machinery, assembling products, and ensuring that production processes run smoothly.
Forklift operators: Forklift operators are responsible for moving materials and products around the manufacturing facility using a forklift.
Quality control inspectors: These professionals are responsible for inspecting products and materials to ensure that they meet the company’s quality standards.
Maintenance technicians: Maintenance technicians are responsible for maintaining and repairing machinery and equipment to ensure that it operates smoothly.
Team leaders/supervisors: These professionals are responsible for managing teams of production workers and ensuring that production processes run smoothly and efficiently.
Engineers: Engineers in the manufacturing industry are responsible for designing and improving production processes and developing new products.
Logistics and supply chain professionals: These professionals are responsible for managing the flow of materials and products within the manufacturing facility and coordinating with suppliers and customers.
Warehouse workers: Responsible for receiving, storing, and organizing inventory, as well as fulfilling orders and maintaining the overall cleanliness and efficiency of the warehouse environment.
Delivery drivers: the most common truck driver licenses are the Medium Rigid (MR), Heavy Rigid (HR), and Heavy Combination (HC) licenses,
Electrical Motor Winders: Specialized role that requires headhunting as rarely filled by advertising
Estimators: industry analyze project requirements, materials, labour, and other factors to calculate the cost and time needed to produce a product. They might even assist in tender responses
Overall, these roles are essential to the success of the manufacturing industry in Australia, and companies in this sector are likely to continue hiring for these positions in the coming years.
“(MACRO’s) commitment to understanding our unique needs and sourcing exceptional talent has help transform my small team”
Warehouse Supervisor, Ansell
Employee attrition
Employee attrition, or turnover, in the manufacturing sector is a significant concern, impacting productivity, operational continuity, and financial performance.
The Australian manufacturing sector experienced a job turnover rate of 8.0% in the year leading up to February 2023, slightly above its long-term average of approximately 7.5%.
By way of comparison, in America, Employee turnover in manufacturing is notably high, with rates reported at 28.6%, significantly above the national average of 3.6%.
Factors Contributing to High Attrition
- Lack of Communication: Poor transparency regarding compensation and company health can lead to employee dissatisfaction and increased turnover.
- Limited Appreciation: Employees who feel undervalued are more likely to seek opportunities elsewhere.
- Burnout: Excessive workloads without adequate support contribute to employee burnout and attrition.
- Stagnant Growth: Absence of career development opportunities prompts employees to leave in search of advancement.
Strategies to Reduce Employee Turnover
- Enhance Communication: Foster transparency about company performance and compensation structures to build trust.
- Recognize and Reward: Implement regular recognition programs to acknowledge employee contributions and boost morale.
- Promote Work-Life Balance: Ensure reasonable workloads and offer flexible scheduling to prevent burnout.
- Provide Career Development: Offer training and clear pathways for advancement to retain ambitious talent.
- Optimize Onboarding and Training: Develop comprehensive onboarding programs to equip new hires for success and reduce early turnover.
- Improve Workplace Environment: Maintain safe, efficient, and pleasant working conditions to enhance employee satisfaction.
- Competitive Compensation: Regularly review and adjust salaries and benefits to remain competitive in the job market.
- Employee Engagement: Encourage employee involvement in decision-making processes to increase engagement and loyalty.