By Joe Giacomin, Managing Director, Automotive

(248) 453-0092 | jgiacomin@asgteam.com

Human Resources: The Effective & the “What Could Be”

What was once referred to as the “Personnel Department” has evolved and is designated as Human Resources. Over time, the responsibilities of this business segment have become far more extensive than the days when even major corporations maintained a minimal staff of management and specialists devoted to this function. The modern HR department encompasses a wide variety of disciplines, including, but not limited to, benefits, safety, training, labor relations, and the area most relevant to my recruiting profession: assisting with the hiring and onboarding process.

When the company’s HR activity relates specifically to the hiring function, and there is a need to seek the assistance of an outside recruiting firm, the process works best when the recruiter is viewed as a strategic partner. I have found that when a human resource professional has a solid understanding of the company’s mission and coordinates the process openly and in a timely manner between the HR department, the recruiting firm and most of all, the hiring manager, wonderful things happen. Not the least that the company acquires the top performer they were seeking in a timely and profitable fashion. After all, a successful company is all about the people.

There are many exceptional client firms that we serve, and the subject of HR involvement reminded me of a particular company…an automotive supplier that has utilized our services during the past few years. Our activity has resulted in the completion of several highly successful assignments. The HR staff and top management have been quite satisfied with the people they have hired through our firm. The feedback we’ve received from the candidates about the company they joined has also been exceptionally positive…which may be the ultimate testimony.

I believe the relationship with this company is successful and has remained the case because of the excellent rapport and cooperation we have received from their human resource management and staff. Their HR people are accessible, responsive, and have a keen understanding of the importance of timing and the mission of their company. They know it’s critical to keep a contending candidate engaged and informed. Most of all, they encourage open, multi-directional communication, especially with the hiring manager. There isn’t a hint of defensiveness, top-down control, or turf protection, just an understanding that we all have one mission: to acquire the best talent.

I have had a long career, so there have been occasions (thankfully not too frequent) where the opposite has been the case. I will spare you the details except to say that there is a reason a company decides to engage our services, and if the common goals aren’t respected, it’s puzzling why they decide to use us in the first place. Taking a positive, open approach to the process is the cornerstone of a successful outcome.

Add End: Not too Strategic 😊

Player Representative: “Hello, Aaron Judge, star athlete of the New York Yankees, has a contract that is about to expire. He has expressed a desire to join your team.”

Official at a competing team: “That’s fine, but we already have a right fielder but thank you for thinking of us.”

Plugged-IN

“Hey, Joe… How is the job market?”

A week almost never passes that I’m not asked about the status of the automotive industry, coupled with my thoughts about the health of the job market.

Once upon a time, an analysis of this nature was easier to define. There were fewer auto manufacturers, no electric vehicles; artificial intelligence was science fiction, and the employment requirements for (one of my key specialties) automotive OEM suppliers were more predictable.

I’m from the school of thought that business isn’t always as bad, or as good, based upon information reported by media gurus, industry executives, and the assorted analysts who watch over things.

Within the automotive industry, there are certainly challenges. Top management at domestic and foreign manufacturers, along with their suppliers, is tasked with anticipating what consumers will want in three years and beyond.

I’m betting on a leveling off in sales of larger trucks and sport utility vehicles for the folks who don’t really need their capabilities, and less emphasis on the all-out pursuit of electric vehicles. It is expected that the move to EV’s will move toward orderly evolution with near-term options of internal combustion and hybrid offerings readily available. Could a return to sedans, coupes, and a few hot convertibles be on the horizon? OEM’s who get the product mix right are going to win big. (Note: Buick has a long-overdue sedan on the horizon)

Relative to employment: There are plenty of opportunities for any job candidate who represents a positive impact for a prospective employer.

Job candidates: Define your specific target companies based upon factors important to you and attributes/qualifications you believe will be attractive to an employer. Prepare a short, highly focused list of target companies. Know what you bring to the table and be prepared to present yourself in a brief but comprehensive manner. You may be surprised by the results.

Employers: Nothing beats an organized, professionally managed interview process that progresses in a timely fashion. As I often say, job candidates are observing your company, your people, and how they interact with them. Screen the candidates in… and keep them active and informed.

In summation, there are challenges in the marketplace – always have been. However, top people are changing jobs, and companies are actively and aggressively hiring the best.

Top people are changing jobs, and companies are actively and aggressively hiring the best.