Strom Minnesota

Engineering and Technical Recruiting

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What is a Temp Employment Agency?

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There are a wide variety of resources you can use to help you find a temporary job; temp employment agencies are one of the most trusted ways to help you in your search. You’ll be introduced to a wide variety of companies that are looking for reliable employees, just like you!

What is a Temporary Employment Agency?

A temp agency, or temporary employment agency, is a team full of professionals that connect businesses to workers for temporary and contract work. Agencies like Strom Minnesota work with businesses to find qualified workers to fill roles wherever necessary.

Temp employment agencies allow workers to find short-term and low-commitment job opportunities while also allowing businesses to avoid the hiring and firing of full-time employees.

How Does a Temporary Employment Agency Work? 

Temp agencies wear many hats. They handle all the onboarding, hiring, and offboarding of temporary workers. Temp agencies also figure out what the temporary worker will get paid and the benefits they’ll receive. This means that you as the employee don’t need to do any of that heavy lifting.

Temp agencies are essentially the middleman between employers and temporary employees. They’ll take what the temporary workers are good at, what they have experience doing, what type of job they want, and they’ll match them with the job that fits them best.

Whether you’re a seasoned professional, or an inexperienced rookie, working with a temporary employment agency will match you with the position that’s right for you. You’ll be provided with expert advice to ensure your job search goes as smoothly as possible.

Want more job searching tips? Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

Photo by RODNAE Productions from Pexels

How to Write a Cover Letter for Engineering Jobs

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Man looking at a laptop on a desk

It can be a challenge to set yourself apart from other engineering applicants when applying for a job. Engineering can be a competitive job market, so finding ways to stand out should always be top of mind. This is where a cover letter comes into play.

Cover letters are essential when applying for any job, and they allow you to further explain yourself and what makes you the right candidate for the position. We’ll give you some tips for writing that perfect cover letter.

How To Write a Cover Letter for an Engineering Job

Start with the “Why?”

Employers love to see passion and enthusiasm and including them in your cover letter will help turn the tables in your favor. It’s important to think about why you want the job, what are your motivations for applying?

Think about what makes the company right for you. You need to focus your efforts on specific aspects of the company that you find appealing. In doing so you can reflect on your wants and needs and find a way to correlate that with their wants and needs as a company. 

Conduct Research on the Industry and Company

Research is another useful tool that you can use to show the company that you care. It shows that you’re willing to do what it takes and put in the effort. Spending a few hours poking around the company site will give your more information as to who the company is and what they stand for.

Conducting research will not only give you more information about who the company is, it will also serve as an opportunity to include some key points of their website in your cover letter. A good place to start is with their mission and culture – touch on how you share the same values in your cover letter.

Include any Relevant Experience

Engineering companies are huge in relevant knowledge and experience. Understanding that this industry is specific in their wants and needs will help you think of ideas to include within your cover letter about any past experiences, in school or work, that you’d like to include.

Include details about your past job experience and be specific in what you were doing there. Showing that you’ve been around the block within the industry is appealing to employers because it means they have the potential to spend less on your training, and you’ll know more from the jump.

Not having any real-world experience in the industry can pose a problem, but it can also be an opportunity to mention any technical knowledge you may have from the courses you’ve taken in the past.

Qualifications and Training

It’s a good idea to mention anything that you’ve done to better yourself for the position, whether it be an academic certification, diplomas, or overall qualifications. Mentioning any of the qualifications you have will be more helpful than not when applying for an engineering position. 

Does the Job Align with Your Career Goals?

A cover letter gives the employer a deeper understanding of your career goals, your motivations, and your ambition to work for their company. Being clear in what you have done in the past, and what that will do to help you succeed in this position, is key to transparency between you and the employer. 

Cover letters shouldn’t be scary, it’s your chance to show who you are and what you can do. Being prepared with your past knowledge and experience of the industry and position will help show the employer that you mean business and that you’re the right candidate for the job.

Want more job searching tips? Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

Photo by Mikhail Nilov from Pexels

Tips for Finding Employees During Employment Shortages

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The COVID-19 pandemic and other social factors have made it harder to retain qualified employees, and even harder to find them.

We’ll get straight to the point; you need qualified employees. But how do you find them? How can you make these positions attractive to new, reliable employees?

➔ Read now: Top Tips to Finding the Right Candidate 

ThomasNet gave some insight into the priorities of today’s job seekers, so you can get a grasp on what they’re looking for with their next position.

7 Priorities of Today’s Job Seekers

1. Remote Work

The ability to work from home is a huge factor in what job seekers are looking for in a position. This eliminates the fear of getting sick at work among your employees, making it a safer environment for all.

While not every manufacturing job can be done from home, there are still opportunities to offer some remote work for admin tasks.

➔ Read now: How to Take Manufacturing Digital

2. Workplace Safety

Getting sick at work is a burden for both your employees and your business. It brings up several avoidable problems. Providing them with personal protective equipment (PPE), adherence to hygienic policies, and notifying employees of any positive test results will help maximize the safety of your workplace.

Taking these measures is more attractive to potential employees.

3. Mental Healthcare

The pandemic has caused several issues when it comes to mental health. Employees are becoming more vocal about their mental health needs. They’re turning to their employers to have a clear understanding that breaks, even while working remotely, are necessary to maintain a stable mindset.

If you can offer mental health support for your employees – whether it’s in the form of regular breaks or a competitive health insurance policy – this will set you apart from your competition.

4. Flexibility

Job seekers are looking for flexibility, both in the time they work, and where they work from. Flexibility is highly regarded among applicants. While it may not be possible for every position, there are still some ways to introduce flexibility into hours – can you give employees paid time off for appointments, childcare dropoff, or other necessities? This alone will make your positions more attractive.

5. Organizational Preparedness

No one wants to work for an unorganized company. Especially if you run into problems within your supply chain, or other internal components of your business, job seekers expect to be protected. They want you to have that “Plan B” in case things don’t go according to plan.

6. Value Alignment

Company culture is a huge deciding factor when it comes to job seekers. Your company should be vocal on diversity and your values. In doing so, you’ll be able to align yourself with the values of the applicant and relate to them on a level further than employment.

➔ Read now: Why Positive Work Cultures are More Productive

7. Meaningful Work

Employees don’t like being “just a number” within a company. They want to represent something, do something meaningful, and have an impact on the world and community around them. While not every position is someone’s dream job, it’s important for employers to communicate with the applicant to show the value behind every position.

This doesn’t mean that you have to be solving some lofty world issue with your business, but every business should have core values. Why does your business do what it does, beyond just making money? That’s what new employees are looking for.

Job seekers today are becoming more vocal about what they want in a position. This opens an opportunity for employers to listen and act according to these needs. Modifying your hiring process to fit these needs is the best way to attract new, qualified, and reliable employees.

Looking to fill contract, temp or ready to hire positions? Check out our Build Your Workforce page to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Build Your Workforce

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

Photo by nappy from Pexels

How to Apply for Mechanical Engineering Positions

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a man on a computer

Whether you’re a recent graduate looking for your first job, or looking for a new career opportunity in the field, finding the right mechanical engineering job can be a daunting task.

Here are some helpful tips to help you find a job that’s the right fit for you.

How To Find Mechanical Engineering Positions

If you do a quick Google search, you’ll find that there are many online job posting platforms are available. This is a good start, but it can take some time to look through all the results and find the right position that works for you.

Time is valuable, and by the time you find that job you’re looking for, it might be too late. Working with a staffing agency that specializes in mechanical engineering jobs like Strom Minnesota would eliminate the time it takes you to find qualified positions that are tailored to your needs and goals.

Utilizing the help of a staffing agency like Strom will save you the work. They’ll do the research and use their connections in the industry to help you match with the right company. Instead of spending hours upon hours digging through endless job listings, you have a helping-hand to do it for you.

How To Choose a Position and Get Noticed

Let’s take a dive into how you can choose the position that’s right for you, and how to get noticed for them.

First off, you need to create a strategy based on your specific career needs and wants, and then you will be able to utilize all the tools available.

When considering a potential position or company, be specific with your wants and needs. For example, you may find that a small company may suit your long-term career goals better than a large company, or vice versa.

Consider the company’s culture or mission statement. Make sure it aligns with who you are and your needs in a workplace. It’s also key to recognize if the company is going to meet your long-term career goals.

For the best chance of getting noticed by the company, read through the job requirements and capitalize on your strengths. Put your experience front and center when applying. If the job requires certain certifications, make sure you have them, and they are clearly outlined earlier in your application.

How to Apply to Mechanical Engineering Positions

Your approach will be different when applying for small companies versus large companies. For very large companies, stay in the loop with any career fair or open house style events, and show up to them with a resume in-hand. Smaller companies are more likely to only have positions available when they post them online.

Modifying your strategy based on the size of the company is important because with the increase in size, there will be an increase in applicants.

LinkedIn is a useful resource when looking into the companies you want to apply for, you’ll be able to determine recruiters, view the open positions, and get a peek into the culture of the company.

Utilize your network or reach out to the recruiting team via email, LinkedIn, or even in person. This is another case where it would be a good idea to reach out to an engineering staffing agency because they will have a wider variety of companies they’re connected to.

If you do use a staffing agency, they will be able to find these positions for you and do the initial reaching-out.

Planning a strong and detailed strategy tailored to your wants and needs is what is going to set you apart from other applicants. It will set you up to find the right position for you, get you noticed, and most important of all, get hired!

Want more job searching tips? Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

Photo by Buro Millennial from Pexels

This blog was originally published 05/28/2020, updated 12/07/21 for clarity

How to Maximize Employee Satisfaction to Increase Retention

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a group of employees in a meeting

Employees are a crucial asset to your business. A loss of an employee is a loss of institutional knowledge, skills, and money. As an employer, what can you do to increase the retention of your employees and keep them happy?

 

First and foremost, you have to communicate. Communicating with your employees is something that you should be doing on a regular basis. In doing so, you’ll be able to receive insight into how they feel working for your company.

 

Questions to Ask Current Employees

 

Michelle Benjamin, writing for thomasnet.com, recommends that you ask these questions to stay in touch with your employees and gauge the feeling of your workforce.

1. Would you recommend us to others as a good place to work?

Referrals are a great tool for recruiting. Ask your employees if they would recommend working for your company. If they wouldn’t, your leadership team should address this to see what can be changed.

2. If you could change one thing in your current workplace, what would you change?

Your employee’s answers will determine what you need to modify within your company, especially if it’s the same problem across multiple employees.

3. What “makes your day” at work?

The answers to this question from your employees will determine what you need to do more when it comes to valuing your employees and making them feel appreciated.

4. What is your biggest challenge on a typical workday?

Taking their challenges and making them easier on your employees will ensure that they are satisfied with their job, it will also create a more productive workspace.

5. Do you have the training, tools, and knowledge to perform your job?

Having a well-trained, knowledgeable workforce in your company is crucial in today’s day and age. Ensuring your employees are qualified will improve your overall productivity and quality of work.

6. What would make you start looking for employment elsewhere?

Knowing what triggers an employee to start seeking other employment opportunities can help you understand what kind of issues you are having in your organization. In doing so you will be able to minimize the chance an employee would leave.

7. Do you have any talents or experience that you could be using but aren’t in your current day-to-day responsibilities?

Finding those “hidden” talents within your workforce will help you to fill in any gaps you may have in your business. It also will increase the satisfaction of employees who can utilize their skills in different ways.

8. Are you satisfied with your current job? 

This is a super helpful question to ask. It will help you improve anything that your employees recommend and it will show you who is “checked out” with their current role and maybe considering employment somewhere else.

9. How could we improve our current reward and recognition program?

Everyone likes to be rewarded, whether it be for something small or something big. Having an understanding of what makes employees feel valued will help you with how you handle your current reward or recognition program and will allow you to make changes as you see fit.

10. Do you see yourself here in the next three, five, or ten years?

This question will help you understand your workforce a little more in terms of stability and employee aspirations. For an answer of ten years, employees usually feel content with their job, company, and longevity.

An answer of three years can raise some red flags, so you will have to address this to see where your company can improve.

How Do You Ask?

With the many ways you can ask your employees, maybe face-to-face is a little too aggressive. Utilizing an anonymous questionnaire or survey would be a good option to get the most honest answers that you can.

Employee satisfaction should be a priority for any business. These are the people that keep your business up and running. Understanding what makes your employees satisfied with help with your retention and will also lower your need to hire more people.

Looking to fill contract, temp or ready to hire positions? Check out our Build Your Workforce page to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Build Your Workforce

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 11/21 via CC0

How to Answer the “Tell Me About Yourself” Question

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two women interviewing a candidate at a job interview

One of the most common questions in an interview is the traditional ice breaker, “tell me about yourself”. This question can be tough for some, especially if you’re not one to brag about how great you are. It can also be hard to know what information to go into, and if you should stick strictly to your experience or sprinkle in some personal interests as well.

There are definitely things that you should be taking into account when you’re asked this question, and we’ll cover what they are in this article so you can be prepared.

How to Answer the “Tell Me About Yourself” Interview Question

Alison Doyle, writing for thebalancecareers.com, gave some tips to help you answer this question to better your chances of getting the job.

One option you have is to talk about some personal interests that aren’t directly related to your job .Any hobbies you might have like sports, art, or anything you are interested in is a good avenue to start. This can reveal your strengths to the interviewer. For example, if you are into

These general topics are a good way to show who you are beyond work-life, and they can also reflect how your motivations are within your personal life, which can be a plus!

Use the Present-Past-Future Formula 

If you’re preparing for the interview ahead of time (you definitely should be!) you can use the Present-Past-Future formula to draft up a couple different key background points while ending on a high note.

  • Begin with a brief overview of where you are now (Includes current job, passion, or hobby)
  • Reference how you got where you are (Includes education or last job)
  • Finish by touching on a goal for the future

This formula is a great way to start thinking and reflecting on yourself, which will help you be more prepared when that question comes up.

Tips for Giving the Best Response

Transition to Professional from Personal

Consider using phrases like “in addition to those interests and passions, my professional life is a huge part of who I am, so I’d like to talk about some strengths that I would bring to this job.”

Share Your Expertise

You should be sharing three to four personal qualities, skills, or areas of expertise which would prove you to be a qualified candidate for the position.

Be Careful Not to Overwhelm the Interviewer

Speak briefly about your assets at first, then be more specific and detailed in discussing situations, interventions, or results flowing from these assets.

Be Honest

Do not lie to your potential employer. You will be risking the whole interview, and if you get hired, you’ll be spending a lot of time pretending to be something that you’re not.

What Not To Say

There a few things that you should probably leave out when talking with your interviewer:

  • Don’t share too much or too little information. You have to find the middle ground where the employer won’t think you’re holding back, but also won’t think you are oversharing.
  • Avoid potentially contentious subjects like politics or religion.
  • Avoid sharing deeply personal information about your family.

Leaving these sort of things out of the conversation will keep the interview more focused around the reason you’re there, which is for the job.

The “Tell Me About Yourself” question shouldn’t be a scary one. After all, it’s really a chance to show that interviewer who you are beyond the scope of a position that you’re applying for.

Giving that great first impression will set you up for a successful interview, as long as you’re prepared.

Want more job searching tips? Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 11/21 via CC0

How to Contact an Engineering Recruiter on LinkedIn

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a magnifying glass on a blue background

If you’re looking for a new engineering position, contacting an engineering recruiter can help make the job search easier. An engineering recruiter has the experience to match you to your ideal position, but with the overwhelming number of recruiters on LinkedIn, it can be difficult to know what to do.

This article will walk you through how to find an engineering recruiter on LinkedIn and how best to reach out to them.

What is an Engineering Recruiter?

A career recruiter (or job recruiter) is someone who finds qualified candidates and matches them with open job positions.

An engineer recruiter is someone who specializes in finding jobs for engineers. Strom Minnesota works with engineers and companies to fill engineering positions with qualified candidates.

➔ Read now: 10 Questions to Ask an Engineering Recruiter

Why Would I Use an Engineering Recruiter?

You don’t need to do the heavy lifting of trying to find specific jobs. Additionally, an engineering recruiter has a vast network of existing contacts within companies, some of which might not even list their open position online. A recruiter will also vouch for you to their contacts, which gives you an extra foot in the door when applying for jobs. A recruiter will also help you find a position that matches your exact needs – no matter if you’re looking for something just for now or a temp-to-hire opportunity.

How to Find Engineering Recruiters on LinkedIn

➔ Follow Strom Minnesota on LinkedIn

When looking for recruiters on LinkedIn, there are a few strategies you can use.

LinkedIn’s #OpenToWork Feature

You can set your profile on LinkedIn to show up specifically for recruiters searching for candidates online. All you have to do is enable the #OpenToWork feature and indicate your interests and preferred location.

Follow these steps on LinkedIn’s help page to enable this feature:

  1. Click the Me icon at the top of your LinkedIn homepage.
  2. Click View profile.
  3. Click the Open to button.
  4. Click Finding a new job.
  5. Provide the requested information in the pop-up window that appears.
    • You can choose whether all LinkedIn members or only recruiters can see that you’re open to job opportunities. If you choose to share with all LinkedIn members, we’ll add an #OpenToWork photo frame to your profile photo.
  6. Click Add to profile.

Use LinkedIn’s Search Feature

You can also use LinkedIn’s search feature to find engineering recruiters, but it does take a bit of fine-tuning to find the exact contacts you want.

  • Click on My Network from the top of your LinkedIn homepage.
  • Click on Connections.
  • Click on Search with filters and select All filters.
  • Choose 1st, 2nd and 3rd Connections.
  • Select your industries of interest – you’ll want to choose “engineering” as one.
  • Find the Keywords section and under Title add in “Recruiter.”
  • Click Show Results.

How to Contact an Engineering Recruiter on LinkedIn

Once you find a recruiter, you can message them on LinkedIn. Recruiters get hundreds of messages a day, so you’ll want to make sure yours is clear, direct and actionable.

If You Want to Connect so the Recruiter Can Find Jobs for You:

Include your name and your areas of interest. Make it clear to the recruiter that you’re reaching out to see if they’re currently looking for candidates for positions.

If You Want to Apply to a Specific Job:

Include your name and name of position. Keep your message brief but explain why your qualifications make you ideal for the position.

This will filter search results to only show you engineering recruiters on LinkedIn.

Want more job searching tips? Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 09/21 via CC0

How to Take Manufacturing Digital

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a human hand with a robot exoskeleton overlaid

If there’s one thing that 2020 and 2021 have made abundantly clear, it’s that companies need to be ready now to implement digital alternatives.

While manufacturing is still very much a hands-on industry, there are still ways to take pieces of the process digital – by undergoing digital transformation.

What is Digital Transformation?

Digital transformation is the process of integrating digital processes into the manufacturing process. There are two most common ways this takes form in manufacturing:

  • Adoption of Industry 4.0 – Industry 4.0(i4.0) is the marriage of manufacturing automation processes with modern smart technology capabilities. In essence, industry 4.0 is a reorganization of traditional manufacturing workflows by incorporating digital innovation. The advantages of adding smart technology to your production process is in greater efficiency, increased capability, and increased profitability. 
  • Digitally Upskilling Your Workforce – Digital upskilling is a term meaning the rapid demand for a proficient digital skillset in the workforce. Digital upskilling is the practice of ensuring your employees’ digital fluency. It’s not about singling out specific employees – it’s about training your team togetherso that everyone is at the same level of comfort with technology.

How to Take Manufacturing Digital

Sam Klaidman of Middlesex Consulting gave some tips to Thomas that manufacturers can follow to take their manufacturing digital:

Step 1: Start Small

Focus on small projects that are low cost, minimal risk, and can be completed quickly. Remember that success breeds success and failure breeds more failures. Quick wins set the kind of tone you want to shape your business’ culture.

Step 2: Focus on Outcomes

Every project should create positive outcomes for your customers, your business, or both. Outcomes can be financial or experiential.

Here are some examples of positive experiential outcomes.

  • Allowing customers to track order status creates peace of mind
  • Getting a quick online quote helps customers achieve new and shorter internal goals
  • Using augmented/merged reality allows your customers to perform a pre-ship inspection without having to travel to your plant and worry about catching COVID-19
  • Implementing an eCommerce store where customers can order spare parts directly from the OEM (you) with no hassles is a little more complex yet has a great payback
  • Installing ERP, CRM, and service management systems generally yield high paybacks but do not create quick outcomes

Step 3: Plan Future Projects

After a few successes, start planning for the bigger risk, bigger reward projects. You will be able to think about what makes sense better after you have some successes under your belt.

  • Create a vision of the digital future for your business. This is critical because it help get and keep all your employees on the same page.
  • Start planning your digital roadmap. There should be two main branches – internal and customer focused projects. 
    • Include a description of the problem you want to solve
    • How you are solving the problem now (the current state)
    • How you envision solving the problem in the future (the future state)
  • When you are comfortable that all the projects are identified, put each branch’s projects in priority order
  • Identify any dependencies (projects that require other projects before starting)

Step 4: Identify an Executive Sponsor and a Project Team

The executive sponsor should:

  • Be well respected throughout the company
  • Be a great communicator (internally and with customers)
  • Be a good planner and delegator
  • And, most importantly, have a sense of urgency. This is because in a 2017 survey of manufacturers, the survey found that 63% of surveyed manufacturers had experienced some measure of digital transformations. And that was about three years before the start of the COVID pandemic where companies started accelerating their efforts.

The project team should include a representative from all departments because you can never be sure which teams will be impacted by any project.

Step 5: Begin the First Project on Each Branch of the Roadmap

Set a series of progressive goals that reflect short term continuous improvements. Remember that perfection is the enemy of good enough and the teams should target going live with a minimum viable project (MVP) first and then continue to improve it until it is reasonable to stop.

Step 6: Collect and Use Feedback

Make sure that both internal and external customers’ opinions are collected and shared with the respective teams. And when you start seeing results, be sure to communicate them with the whole company. 

Step 7: Keep Going

Continue working the roadmap and do not be afraid to make modifications since the business world is changing at an accelerated pace. Start soon, take it in little steps, build on success, and praise failure if you learn a lesson. 

Welcome to the new world of digital.

Before you can take your workforce digital, you need to have a solid, stable group of employees. Looking to fill contract, temp or ready to hire positions? Check out our Build Your Workforce page to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Download Our Brochure

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 04/21 via CC0

Tips for Hiring and Retaining Gen Z Employees

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a young woman sitting on the floor and using her laptop

Gen Z is growing up and entering the workforce. With the oldest Gen Z members in their early 20s, companies can’t afford to ignore this crucial demographic.

But like every generation, Gen Z has its own preferences when it comes to work, social issues and communication.

Unlike older generations such as Boomers or Gen X, Gen Z doesn’t enter the workforce with the expectation that they’ll have the same career for decades to come. They grew up during several economic crashes and sweeping changes to the cultural landscape. Gen Z is less likely to stick around with a company they feel lukewarm about.

Many companies struggle with how to engage these workers, and even more so how to keep them.

The Society for Human Resource Management (SHRM) recently dug into behavioral habits of Gen Z employees. They identified 10 key qualities that attract and retain Gen Z employees:

1. Flexibility – Gen Z is the most comfortable generation with technology and are fluent in digital tools. They also expect to be able to work at their pace, with includes remote work. 

2. Peer coaching – According to SHRM: “Few efforts are more valued by Generation Z employees than peer coaching programs.” This generation is unreceptive to micromanaging tactics.

3. Teamwork – Many Gen Z members highly value being a part of something. Even when working remotely, they want opportunities to connect with the rest of their team and feel engaged.

4. Diversity – Not only is Gen Z incredibly diverse as a group, but they place a high value on diversity within organizations as well. Companies need to “walk the walk” when it comes to having a diverse workforce in order to retain Gen Z employees.

5. Work/life balance – Along with their flexibility, Gen Z places great value on the ability to step back from work and to prioritize their health and well-being when needed.

6. Development – For Gen Z, having a specific, unchanging focus isn’t of interest to them. They like to have opportunities to develop inside and outside of their current role within the organization.

7. Growth – For many members of Gen Z, they want to be able to grow in their role. They want to receive new responsibilities, hone new skills and try new things.

8. Social awareness – Gen Z is extremely tuned-in to the world around them and want to work for companies that share their same values. They look for companies that show social responsibility – not just in words, but in actions.

9. Mentorships – As part of their development and growth, Gen Z is very receptive to working with other generations. They are excited to learn and be mentored.

10. Job rotation – More so than older generations, Gen Z likes to experience different positions. An example that SHRM gives is an accountant spending six months on franchise accounting, another six months on brand advertising accounting and six more months in corporate accounting.

Gen Z’s presence will only continue to grow in the workplace as they step into the workforce. Companies looking to attract and keep Gen Z should take steps to ensure their company is attractive to these workers.

Looking to fill contract, temp or ready to hire positions? Download our brochure to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

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Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 04/21 via CC0

5 Benefits of Sustainable Manufacturing

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Sustainability in manufacturing has been a hot-button topic in recent years, but some organizations are still hesitant to make the switch. Sustainability in manufacturing goes beyond just adding green initiatives to the production process. Planning with sustainability in mind means minimizing waste and impact, but also incorporating long term profitability of an organization. Fortunately, thoughtful sustainable manufacturing is both profitable and enticing for skilled workforce. These are five of the benefits you can expect out of sustainable marketing.

5 Benefits of Sustainable Manufacturing

  1. Operational efficiency – Adding automation to some manufacturing processes can reduce waste and costs and improve safety and consistency. Automation can add a level of accuracy that eliminates rejected parts, saving money and adding higher specification to the process.
  2. Improved Reputation – The reputation of your organization can dramatically impact sales as well as how you attract skilled workers. Organizations with visible commitments to sustainability carry higher financial ratings as those without, offering greater opportunities and savings.
  3. Employee Satisfaction – Studies show that companies with leading sustainability programs have 55% better morale, 38% better loyalty, and 16% higher productivity rates. Workers want to feel they are important, and they want their work to matter in the industry, which includes safety and sustainability.
  4. Cost Savings – Adding efficiency, adopting green processes, and improving safety are all ways to build sustainability within an organization that foster a sustainable ethos in the company. The result is savings from programs like recycling, reduced accident incidents, and energy savings.
  5. Attract top talent – People want their work to matter and they want to be part of organizations that share common business ethics. Taking a sustainable stance attracts workers who share the same mindset.

How to Implement Sustainable Manufacturing

Sustainability in manufacturing isn’t the same implementation for everyone. Implementation begins with planning. Once determined, adding sustainability language outlining your objectives and priorities into your purpose statement or company profile. Assigning a dedicated team and implementing measurement for success and failures make the commitment more structured.

Implementing sustainable manufacturing requires a thoughtful and holistic approach to change and improvement, but if done well can spell out long term growth and profitability. Efficient Manufacturing Magazine has a guide we think is useful for pinpointing specifics on where to start: Sustainable Manufacturing: Principles, Applications and Directions

Sustainable manufacturing offers benefits beyond just the environmental impact. It also improves your company reputation and attracts top talent. Looking to fill contract, temp or ready to hire positions? Download our brochure to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Download Our Brochure

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 04/21 via CC0

What are the Best Jobs for a Mechanical Engineer?

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A career in mechanical engineering is competitive and rewarding. Whether you are just graduating or further along your career path, specialization options are vast. Mechanical engineering is one of the oldest and most diverse of all the engineering fields, and now includes subdivisions of various disciplines.

So what are the best jobs for a mechanical engineer? Let’s break down some places to start answering that question.

Know Your Options

One of the benefits of mechanical engineering is how well it can translate into other positions. Of course, jobs labeled as “mechanical engineer” are always a good place to start, but there are other options available as well. U.S. News interviewed experts in the field and created a list of some careers that mechanical engineers can pursue:

  • Aerospace engineer.
  • Automotive engineer.
  • Biomedical engineer.
  • Business executive.
  • Construction engineer.
  • Entrepreneur.
  • Intellectual property attorney.
  • Manufacturing engineer.
  • Management consultant.
  • Mechanical engineer.
  • Patent lawyer.
  • Production engineer.
  • Project lead.
  • Project manager.
  • Petroleum engineer.
  • Process engineer.
  • Product designer.
  • Quality engineer.
  • Sales engineer.
  • Structural engineer.
  • Technology specialist.
  • Thermal engineer.

Which choice is right for you depends on your goals, interests and skills. A good recruitment agency can sit down with you to discuss your job possibilities and help find you a position that matches your interest.

Gain Some Experience

One way to know what interests you is by trying it hands-on.

Most four year degrees require completion of a placement or at least provide some internship opportunities while you study. Internships are usually an entry-level type of position that is a few months in duration, and often unpaid. A placement is longer, about a year of paid or unpaid work. However, a placement is usually part or requirement of a degree path. 

If you did not complete either of these during your schooling, both are an excellent way to build experience to add to your resume.

Earn Mechanical Engineering Credentials

There are a few requirements for mechanical engineers as well as some nice-to-have certifications and associations. Depending on where you want to work, you will need a specialized license for your area. Registration with associated organizations is not always an explicit requirement but may give you a leg up as you are building your experience. Consider earning some additional certifications in specific skills to round out your resume as well.

Plan Your Career Path

Before submitting resumes or accepting a position, plan your desired career path to gain clarity on your next steps. What specialty do you want to follow? To outline your professional career, ask yourself the following questions:

  • Where do you want to work?
  • What type of organization do you want to work for?
  • Is relocation an option?

Determining what is most important to you will help narrow your focus in a broad field. For example, if salary is your primary driver mechanical engineers in technology industry make almost twice that of those in education. However, following salary requirements might mean relocation.

The list above in the “know your options” section is a good jumping-off point for your research.

Finding the Right Position

Now you know where and in what general fields you want to focus, finding the right position is key. Consider using an engineering recruiter to find available entry-level positions in your field as they are experts at matching your skills and interests with the right organization. Relying on and utilizing the support of an experienced recruiter can get you onto your path faster. Using a specialized recruiter saves time and reduces stress that would have been incurred during a lengthy job search.

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The best jobs for a mechanical engineer are largely determined by what specialty or career path you want to follow. Most important is to outline the steps needed to reach your career goals, develop the resume and experience footprint to achieve each of those objectives and you’ll have created the best career path for you.

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 04/21 via CC0

 

Tips for Recruiting Manufacturing Workers

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Recruiting manufacturing workers is more complex than simply advertising for a position online. The manufacturing industry is one that’s notoriously challenging to find qualified recruits. Before you begin searching for new candidates, keep these tips in mind to find the best job seekers.

1. Deepen Your Candidate Pool

When looking for new workers – particularly to fill highly-specialized positions – you need to cast a wider net. The Balance Careers suggests improving your candidate pool by:

  • Developing relationships with university placement offices and job recruiters.
  • Enabling current staff members to participate in industry professional associations and conferences where they can meet new candidates.
  • Watching online job boards for potential candidates who may have resumes online (even if they’re not job hunting at the moment).
  • Advertising in related industry/association websites and magazines.
  • Looking for potential employees on LinkedIn.
  • Encouraging your employees to refer colleagues to your company.

2. Promote Employee Referrals

When it comes to hiring, a lot of businesses overlook their current employees. If you have a manufacturing position opening up, it’s worth asking your current crew if they know anyone who would be a good fit. It can be as simple as sending an email to your staff with a link to the job posting.

3. Communicate a Clear Why

Why should a job seeker come work for your company? The answer starts with a solid understanding of what your company stands for. While questions of salary and benefit are top of mind, job seekers also consider other factors when it comes to choosing a job. Be sure to communicate:

  • Your company’s values
  • Your company’s culture
  • Rewards and recognition beyond salary

Your answer to these questions is the why that will help a candidate decide if they want to work for you. Don’t feel like you have to wait until further in the hiring process to communicate this – including your company’s values right in your job posting can help you find job seekers who align with your business.

4. Treat Candidates Like Customers

One suggestion that comes from Indeed.com is to treat your candidates like you would your customers. Let them know you’re just as excited to meet them as they are to be considered for the role. Your approach should be similar to how you meet with your customers:

  • Be respectful of their time
  • Be hospitable
  • Make yourself available

This approach leaves a favorable impression of your company in your candidate’s mind.

5. Hire a Manufacturing Recruiter

Make the most of your time by working with an agent or employment service that specializes in manufacturing. Knowledge of the industry, language and job requirements are crucial in matching employee and employer effectively. However, general staffing agencies won’t have the experience to provide that level of specialized placement. Good recruiters will work with you to match your abilities and goals with continuous temporary work, freeing you up to craft your skillset, and your schedule, exactly the way you want.

Looking to fill contract, temp or ready to hire positions? Download our brochure to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Download Our Brochure

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 12/20 via CC0

5 Red Flags in Job Postings to Watch Out For

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Applying for jobs online is an arduous, time-consuming process. Even more time-consuming is chasing down a job offer that ends up being nothing but a waste of time, effort or money. While you can’t always spot danger, recognizing these 5 red flags in a job posting will help you avoid trouble.

1. Vague Job Descriptions

Be wary of job postings that are unclear about the actual position itself. This can include contradictory language in the title itself – such as “Entry-Level IT Manager.” If the description of the job fails to lay out specific duties, this can also be a warning sign. Conversely, a job description that lays out a huge variety of duties could point to a company trying to hire a “multi-purpose” position. A short job posting isn’t automatically a red flag, as long as the information in the post explains what the position is clearly.

2. “Earning Potential” Instead of a Specific Salary

A job listing that doesn’t include a salary isn’t a red flag, but a posting that repeatedly states the job offers “unlimited earning potential” or that suggests that a low salary will be supplemented by bonuses is a massive red flag. Additionally, if you apply for a job and the hiring manager is cagey about answering direct salary questions, that’s a sign to walk away. If a job salary relies heavily on commission, be sure to ask the hiring manager how many employees currently receive commission and what the metrics are. If they can’t give you a straight answer, you should apply elsewhere.

3. Job Requires Long Periods of Unpaid Training 

This red flag usually comes up during the interview process, but some job listings will be upfront that the job requires unpaid training. It’s important to find out exactly how long the unpaid training is expected to last. Some unscrupulous companies will use unpaid training as a ruse for free labor.

4. You’re Asked to Submit Sensitive Information

It’s standard for a job posting to ask for a name, contact information and resume. What’s not standard to ask for is sensitive information like a social security number or copy of driver’s license. You should be extremely suspicious of any job postings that want you to submit such sensitive information online during such an early stage of the hiring process. Never submit any personal information on a website that does not have SSL security – look for a lock in the URL bar.

screenshot of a URL showing a SSL security lock
Source: HubSpot

5. No Qualifications Listed

Job postings that don’t include any specific qualifications can also be a red flag. No qualifications, no desired skills and no required education is all extremely suspicious. Even job postings for non-specialized positions will still list out requirements. If the job seems like it’s taking anyone who will apply, that can be a warning sign for a scam or multilevel marketing scheme.

Why a Job Recruiter Keeps You Safe

Working with an experienced recruiter like Strom Minnesota  can help you avoid a lot of these red flags. A recruiter will vet every single employer that uses their service, ensuring that you’re only applying to reputable businesses.

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Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 12/20 via CC0

Tips for Manufacturing Employees Returning to Work

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an industrial worker using a tool on a piece of metal

When COVID-19 first hit, many “non-essential” manufacturing employees were either not working or working reduced hours. As these employees return to full time work, they may find their body has been deconditioned. Restarting work after reduced physical activity can put you at higher risk of developing musculoskeletal disorders (MSD).

If you’re feeling the fatigue when returning to work, try these tips from Occupational Health & Safety:

1. Review Workstation Inventory

Before beginning your shift, make sure everything is where it should be and that all your tools are working properly. If you notice anything off, report it to your supervisor before you begin work.

2. Review Standard Operating Procedures

It’s a good idea before returning to work to review your standard operating procedures. This will help you return back to the swing of things as well as reducing errors.

3. Reduce Non-Value-Added Activity

Take some time to reduce movement waste by changing your workstation layout, rearranging the tools and equipment or determining a more efficient way to accomplish your tasks. You may also need to use new methods to transport products between workstations to maintain social distance.

4. Proactively Communicate Physical Discomfort

If you experience physical discomfort, it’s important to notify your supervisor. By communicating these issues early, you can help avoid potential injuries for yourself and your coworkers.

5. Focus on Fitness and Well-Being

Take the time to take care of yourself. Stretching or working out at home can help your body better return to work. Jumping back into a physical job after months of inactivity can cause injury. Continue at-home workouts or daily walks.

6. Review Your Work

You can avoid motion waste by reviewing your work. If you don’t have time to review your work, you can ask your supervisor to add error-proofing stations.

7. Limit Job Rotation

Job rotation has the potential to increase workplace injuries and could lead to an increased spread of germs. Speak with your supervisor to make a plan to reduce job rotation.

8. Complete General Ergonomics Awareness Training

Learning about ergonomics can help you reduce your injury risk. You can complete general ergonomics awareness training or research it on your own. Your company may have an ergonomics team for you to join, where you can learn more information.

9. Complete an Ergonomics Self-Assessment

It’s a good idea to conduct an ergonomics assessment on your workstation. This will help you identify any risk factors in your daily tasks.

10. Identify and Report the Tasks That Require the Highest Forceful Exertion and the Most Awkward Postures

Along with your ergonomics self-assessment, you should conduct an analysis to identify the root cause of the high force or awkward postures present in your job tasks. You can then meet with your supervisor to brainstorm ways to reduce this tension.

11. Implement Engineering Solutions to Reduce Employee Exposure to Injury Risk Factors

With slower production, now is the perfect time to audit your workstation layout, equipment and processes. You can work with your supervisor to create engineering solutions that are high-impact and low-cost.

13. Take a Break

As you return to work, it’s important to fully utilize your breaks as you ease back into physical work. Your body may need more time to stretch and muscle recovery.

If you’re a manufacturing employee returning to work, follow these tips to reduce physical strain and discomfort on the job.

Looking for manufacturing positions? Contact Strom Minnesota to apply for a list of open positions currently available.  

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Pixabay accessed 08/20 via Pixabay License

5 Steps to Guide Your Production Team Through the Adoption of Industry 4.0

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Manufacturing is in an era of transformation. The internet of things, artificial intelligence and big data analytics have changed the way work is organized. And technology like 3D printing, cyber-physical systems and quantum computing have changed how products are manufactured. Demand created availability for tech to be scaled for production processes.  IT has found its way to the shop floor. In the face of change teams sometimes struggle to transition effectively. Here is our how to guide for leading your production team through industry 4.0.

What is Industry 4.0?

Industry 4.0(i4.0) is the marriage of manufacturing automation processes with modern smart technology capabilities. In essence, industry 4.0 is a reorganization of traditional manufacturing workflows by incorporating digital innovation. The advantages of adding smart technology to your production process is in greater efficiency, increased capability, and increased profitability. It is estimated that the total market for i4.0 will exceed $4 trillion this year.

5 Steps to Guide Your Team Through Technological Change

What wont’ change in your production cycle is the relationship between your workers and the machines they work with. To foster a smooth transition to technologically advanced work processes, follow these steps.

1. Prioritize Your Needs

With so much available, it can be overwhelming to determine where to start. Strategize your needs before adopting new tech. Identify which processes are already pretty efficient and those that could use some attention. Selective implementation at this stage will allow for greater transparency into your team and ensure you are achieving the greatest benefit.

2. Inform Your Team

Before rollout, introduce your team to the upcoming changes. Allow time for questions and introduce the schedule with rollout dates. Keeping staff informed at all major stages will minimize their discomfort with change.

3. Training, Training

Before rollout and immediately following, train all staff that will work with the new technology on the capabilities and your expectations for use. Proper training improves morale and reduces change anxiety. In the past, manufacturing change meant layoffs, address these concerns and outline the training schedule in the information stage. Increase expertise by hiring workers with previous experience and training.

4. ID Tech Team Leads

Some people love technology and are excited to try new ways of doing things. Identify these technological champions on your team and apply their enthusiasm as tech team leads. This group can be your go-to experts for co-workers, and even management teams as they will have daily familiarity with your new equipment. Or, use a recruiter to attract technical expertise.

5. Measure and Review Your Program

How do you know if it’s working? Measure production and review your program after full implementation. You may identify new needs, unintended benefits, or unforeseen talent within your team.

Tech is a vital part of modern manufacturing. In fact, technology is changing manufacturing in all levels of production and planning. Adopting strategic digital upgrades allow you to reap the benefits of a rapidly growing industry. Maintaining a workforce that can adapt and properly utilize industry 4.0 equipment is key to remaining competitive. Strom Minnesota is here to connect you with trained staff ready to meet new industry 4.0 challenges and opportunities.

Looking to fill contract, temp or ready to hire positions? Download our brochure to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

Download Our Brochure

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

Sources:

photo credit: Unsplash accessed 10/20 via CC0

How to Find Temporary Manufacturing Jobs Online

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Welding on a hook to a trailer with sparks in a garage

Skilled temporary workers are in high demand, especially in manufacturing. As a result of the rapidly evolving convenience and growing number of temporary manufacturing jobs, there are more and more opportunities for gig workers. Temporary work gives you flexibility and the opportunity to learn and grow your skillset more quickly than permanent employees in a set position. Here’s how to find temporary manufacturing jobs online.

Start with a Strategy

To be a successful manufacturing gig worker, there is a little strategy needed so that you take the jobs you want, grow your skills and make enough money to make temporary work worth your while. First, outline your career goals both immediate and long-term, so when you begin your search you are not overwhelmed by the options and lose your path.  Include companies you would like to work for, people you would like to work with and what you want to learn. Next, consider your particular skill sets and what machines you have expertise with. Finally, narrow in on the physical area in which you’d like to work in.

Begin Your Search

Begin your search online on job aggregate websites. You’ll have more luck using a service that specializes in manufacturing jobs, vs just a general job search board. Strom Minnesota’s online job board features a wide array of temporary manufacturing positions in the Minnesota area.

Use your goals and experiences as your keywords while searching. As you narrow your search, you will be able to maintain focus on your career goals and development. Note seasonal manufacturing trends and move with the demand. Many temporary manufacturing jobs are in urgent need, meaning you can work continuously if you are able to pivot quickly.

Utilize social media to communicate with others in your field, engaging on industry topics. Professional relationships are more often maintained online and word of mouth may get you in the door for your most sought after companies or gigs. Sign up for email notifications with organizations you are really interested in working for to stay up to date on any job openings.

Utilize a Job Recruiter

Make the most of your time by working with an agent or employment service that specializes in manufacturing. Knowledge of the industry, language and job requirements are crucial in matching employee and employer effectively. However, general staffing agencies won’t have the experience to provide that level of specialized placement. Good recruiters will work with you to match your abilities and goals with continuous temporary work, freeing you up to craft your skillset, and your schedule, exactly the way you want.

Skilled temporary workers are in high demand, especially in manufacturing. Use these tips to find jobs online that meet your needs.

For additional support or to simplify finding a job online, contact Strom Minnesota to apply for a list of open positions currently available.  

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 09/20 via CC0

How to Apply for Jobs Online Before Unemployment Benefits Run Out

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If you were furloughed or are currently on unemployment, now is the time to start applying for jobs online. If you are unsure how to begin this process, here are Strom’s tips on how to apply for jobs online.

1. Prepare your online profile and resume

Social media is not just for keeping up with family, friends and news it can also be a powerful professional networking tool. Update your LinkedIn account to ensure it’s up to date and post professional interests or join the conversation on newsworthy topics. This can be as simple as liking and commenting on a new innovation or process.

You can also create a profile on online job search websites. If you choose Strom Minnesota, we will create an online profile for you in our database to match you with employers.

During this stage, you’ll also want to be sure your resume is up to date. Be sure to include quantifiable accomplishments, not just responsibilities to show what you have completed and what you can do for the organization. Many companies will ask you to upload a resume when you apply online. Make sure to save it in .DOC, .DOCX or .PDF format for easy viewing.

2. Know what you’re looking for

Research what you want to do and what companies you would like to work for. This might reveal a game-changer or reinforce the career path you are already on. Now, you can update your resume with a renewed vigor and sense of professional direction.

Write out a framework of your accomplishments, salary requirements and any other criteria that are your must haves. You’ll use this criteria to narrow down your list as you begin searching for jobs.

3. How to apply for jobs online

Almost all organizations have an online application process with detailed instructions in place. Utilize the Careers sections of the Strom Minnesota website to find open positions. When you find a position you’re interested in, simply fill out the form below the job listing to apply. You’ll also be asked to upload a resume, cover letter and/or references.

Here you can apply for a job, check the status of your application and receive communication from the hiring department. Be sure to send in a tailored resume with your application, usually you will be asked to attach your resume in a specific file type. Follow all instructions diligently, because hiring managers may disqualify you in this stage for careless mistakes. 

4. Prepare for video interviews 

After you have submitted applications and resumes to all of your top choices, follow up as needed with prompt responses and thank you emails as needed. You’ll likely be asked to participate in video interviews as you progress along the job application process. If you’re inexperienced with video interviews, check out our article Do’s (and Don’ts) of Video Interviews.

For additional support or to simplify finding a job online, contact Strom Minnesota to apply for a list of open positions currently available.  Working with an experienced engineering recruiter like Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 08/20 via CC0

Do’s (and Don’ts) of Video Interviews

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Video job interviews are becoming more and more common – it’s easier for both employers and candidates to meet with a wide pool of people. Video interviews are taking the place of phone interviews as the technology and the will has caught up to the demand for convenience. To prepare for a video interview is not that different from phone or in-person meeting, but there are some key do’s and don’ts to prep for success. These tips from SHRM will help you get ready for any video interview.

Do Test First

Test your tech, picture, internet clarity, and bandwidth before the interview. Plan a quick test video call with a friend to gather feedback on technical details of your video presentation. Consider using the same call to quickly answer a few test questions so you are comfortable with the tone and timber of your voice. Don’t yell or whisper – maintain a conversational tone. Most speakers and headphone mics are sophisticated enough to pick up you a normal speaking voice.  

Do Assess the Scene

Look over the room where you will have your interview. Remove unnecessary distractions, water bottles, stacks of paper on chairs or file cabinets. Assess what the interviewer will see and make any edits as needed. You don’t have to rearrange your room, but make sure you are the most memorable part of the interview. Create an appropriate background for the interview.

Do Dress for Success

Even in a work from home situation, you will want to show your professionalism, attention to detail and that you care about the interview. Don’t approach the video interview with any less prep, including appearance, than you would for an in-person meeting.

Do Your Research

This holds true for any interview, even second or third meetings. Do your research and learn about the position and the company. What is there mission statement? Do the LinkedIn profiles and Glassdoor reviews illustrate a company vision and culture that you are interested in learning more about? What expertise do you bring to the table? This one is often overlooked. Remember the interview is a relationship builder, and both interviewee and interviewer are looking for a mutual, rewarding benefit. A job recruiter can be a huge resource in this situation – you provide the recruiter with your preferences and they do the legwork to find companies that fit your preferences. Learn more about how Strom MN helps with this process here.

Don’t Dismiss the Format

Efficiency and time management are keys to success. Don’t dismiss a video interview request because it is a new format. Embrace the opportunity to build a relationship and potentially a new colleague.

Want more job searching tips? Strom Minnesota can help you prepare for any job interview and take the hard work out of finding positions. Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

Check Our Job Listings

Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 07/20 via CC0

Top Tips to Finding the Right Candidate

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person holding white jigsaw puzzle piece

Finding the right person to fill your open position can be an overwhelming task. Especially in a highly-technical field like engineering, the need to find a candidate with a specific skillset can prove arduous.  Start here with these tips to manage your hiring process and find the right candidate for your open position.

Outline Your Organizational Culture

Company culture dictates how the goals of the organization are developed and executed. It is the functional heart of your business. Finding new staff members that will work well within your culture is at the core of finding and hiring the best talent – whether these employers are temporary or long-term. Thoughtful analysis of how the environment impacts workflow is crucial before beginning to review and interview potential new staff. That doesn’t mean that everyone within the organization should be like-minded – but it does mean the team should have a clearly defined goal set and work passionately together to achieve those goals.

ID Your Current Top Performers

Determine what already works and try to build on that when considering new hires. Talk to Human Resources and management to gather input on successful key performance indicators (KPIs). What are the traits that enable your top people to be successful? Is it education or drive? Maybe communication or interpersonal skills? Whatever those KPIs are, seeking out candidates with similar traits will build on that success. Tailor interview questions to ask about behaviors directly related to the work behaviors you have identified.

Utilize All Your Resources

It is crucial to understand the details and requirements of the position you are trying to fill. It is equally important to utilize all the recruitment tools available, so you can stay organized and focused on each candidate. Technical screening tools and internal indicators and requirements may be useful in determining the skillset of the candidate. Just as interpersonal markers give a good impression of how customer interactions will go. Tapping into a recruiter that specializes in your industry is also an excellent resource for finding qualified candidates.

Ditch Outdated Interview Styles

Conduct interviews focused on the traits you want to attract and add to your team. Use skillset-focused questions during the interview process and avoid general questions. Try to create a discussion rather than a stunted back and forth question and answer. If the interview process flows more organically, you will get a better idea if the candidate will be the right fit on the team and within the company culture.

Finding the right person to join your team is no small undertaking. It can be competitive and overwhelming. Take the stress out of the process by outlining exactly what you are looking for, utilizing the tools available and conducting fruitful interviews.

Looking to fill contract, temp or ready to hire positions? Download our brochure to see how Strom Minnesota can help you find qualified candidates to fill your open positions.

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Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Pexels accessed 06/20 via CC0

10 Questions to Ask an Engineering Recruiter

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two people at a job interview

Have you ever been approached by an engineering recruiter and felt like you two were speaking different languages? You’re not alone. There is often a gap between what recruiters think engineers want, and what you might be looking for. To make sure you are on the same page, here are 10 questions to ask an engineering recruiter (courtesy of Ladders.com).

1. What are the top 3 qualifications required?

While the recruiter likely has a long list of what the company is looking for, there are usually 3-4 top qualifications that are requirements. Engineering positions require very specific technical expertise, but beyond that the company may be looking for specific interpersonal experience or other qualities.

2. What is the job description?

Is this the right position for you? Learning the specific, outlined requirements of a job posting is very helpful in narrowing focus and measuring your personal achievement levels too. Learn more about how challenging the position may be and if you are interested in adding these specifics to your skillset.

3. Do you work with one engineering firm exclusively?

Some recruiters work exclusively for one firm or only within a very specified field niche. Verify your recruiter knows key job functions and terms or they may not truly understand your goals or what potential jobs might be a good fit.

4. Where is the job located?

Are you willing to relocate for the perfect position? What is an acceptable commute? Have a conversation with your recruiter about how important location is for you and what locations you would consider.

5. How long have they had engineering positions open?

This may not matter if there is a robust team in place or growth has provided an expansion opportunity. However, consider the implicit requirements given a position that has been vacant for a long period of time. There may be added pressures to “catch up” quickly or re-establish workflows that have fallen to the wayside in the interim.

6. Why is this position open?

Questions 5 and 6 go together to establish the organizational structure of the engineering department and the management efficacy. It may not be indicative of any issue but digging a little deeper into length and reasons for the opening may save you time and energy later on.

7. What is the compensation package?

Let’s face it, the compensation package is important. Asking these types of questions will help you establish work/life balance as well as determine the company culture. In addition to salary, PTO and flex time off are the highest rated consideration when considering changing jobs.

8. What is the company culture like?

Company culture goes beyond fitness centers, perks and cool décor. Are the necessary tools available to you to do the work? Is there a support system for feedback and growth and learning opportunities? Do employees feel satisfied with the management structure? Answers to questions like these will paint a picture of how the organization values their engineers.

9. What does the interview process look like?

Some hiring processes outline extensive interviews and tests. Will you have the opportunity to meet with senior management or interview with human resources? Learning how involved the management team is in selection and hiring can be an indicator of future success.

10. What do you know about the company?

This question goes beyond the company culture, tools, and requirements. A quick search will tell you a little about the company, but a recruiter likely has other anecdotal information. They may have worked to fill other open positions and may be able to speak on those experiences.

Working with an experienced engineering recruiter like Strom Minnesota can be like using any other tool to solve a problem. Dig in and ask questions, so you know exactly how they work and share what you are looking for in your next position. Find the right fit to advance your career goals and follow up with your recruiter so you can both build on your success.

Don’t waste your time scouring the internet for job postings or waste time applying with multiple individual employers. Strom Minnesota takes all the hard work out of the job search, so you can find a new position faster.

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Strom Minnesota is an engineering and technical recruitment agency that specializes in high-skilled job candidates for highly technical positions. We facilitate contract employment, project staffing, temp-to-perm and direct hire opportunities. Industries served include IT, engineering, electrical engineering, mechanical engineering and manufacturing. We are affiliated with Strom Engineering, a national staffing and recruitment agency.

photo credit: Unsplash accessed 06/20 via CC0