Case Study: Large Industrial Automation company wants to double in size and sales by 2020

LI Automation* is a large industrial automation company that frequently uses third-party recruiters. They work with so many recruiting firms that they don't have time or patience to hand-hold through the partnership.

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Executive Summary

LI Automation is a large industrial automation company in Michigan experiencing rapid organic growth; 20% each year. The company manufactures custom automated equipment, has more than 950 employees and an annual revenue upwards of $300M, and has an overall growth goal of reaching $1 Billion in sales by 2020. 

With an entire department comprised of in-house recruiters, LI Automation is accustomed to filling job openings. They frequently work alongside third-party recruiting firms to place candidates quickly and rely on the vendors to have their own databases of quality individuals.

“We expect external recruiters to have their own talent database,” says LI Automation in-house recruiter Kate P. “I can find people on my own in general places.”

Some challenges the company faces are finding talent with the necessary industry experience who are willing to work in their location, and meeting stricter expectations on third-party partnerships under a new recruiting manager’s lead.

Avenues Recruiting Solutions has assisted LI Automation with placing a sales engineer, applications engineer, mechanical engineer and other similar disciplines. Our consistent and reliable communication maintains the partnership and helped the organization make necessary improvements to their hiring process.

Challenges

Finding enough talent with the necessary industry experience is a pain point for LI Automation. “We have numbers to hit,” Kate says.

They operate in a niche industry and there simply aren’t a lot of custom automation companies to develop the talent. Coupled with unemployment at an all-time low, and a tough location in terms of lifestyle preferences, attracting the right people who mesh well with the team, fit their office culture, and are willing to relocate is a hard sell.

Kate explains that many recruiters and recruiting firms have trouble understanding their business model as well. “It's difficult for recruiters to understand that we don't make things. We make the parts of the equipment that make things,” she says. This results in wasted time and high third-party turnover; there isn’t time to hand-hold an outside recruiter through the process.

A new recruiting manager for the department has implemented stricter expectations on third-party recruiters to combat this. So, firms need to deliver quality, on-target candidates and build a strong relationship with their point of contact if they want to continue working with LI Automation.

*Company name changed to protect confidentiality. 

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