HR and recruitment for manufacturers adapting to change
Inject helps manufacturing businesses hire, develop and lead their people as the industry changes around them.
Australian manufacturing has been reshaped by foreign competition, and the roles inside a business have changed with it. Some roles depend on equipment few people have operated before, and some depend on one person the business can’t afford to lose.
The job description written a few years ago often no longer fits the role.
Few candidates have run the same equipment or processes.
One departure can slow production while the role is filled.
Clear roles, onboarding and training help people grow into changing work, and workforce planning reduces the business’s reliance on any one person.
Planning for the roles the business will need next and the people ready to fill them.
Contracts, onboarding and probation processes that give new starters clarity early.
Retention work that starts with why people stay, using check-ins and career pathways.
Leadership, communication and time management training, including DISC, shaped around how the business works.
In roles where few candidates have the exact experience, interest in learning, mechanical aptitude and work ethic say more than a job title. Our process tests for them directly, so the business can look beyond the usual talent pools with confidence.
A clear, shared picture of success in the role, and the talent pools likely to hold it.
Every candidate interviewed before the hiring manager meets them.
Evidence of how a candidate is likely to work, not just how they present.
Strengths and development areas for each candidate, ahead of the final interview.
Client story
Foster Packaging needed a pouch machine operator, and the only other person who could run the machine was the owner. Inject placed a candidate from a sales background after a mechanical reasoning assessment, and he has since taken on more accountability in the factory.
Read the Foster Packaging story →“The process that Inject Recruitment used was very technically detailed in this case and allowed us to select from a few top possible candidates instead of having to plough through the hundreds of applicants.”
Joe FosterOwner, Foster Packaging“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”
Ewan RamseyRamsey Property Wealth“They act as true partners, taking the time to ask good questions and understand what makes the business tick. They build capacity and capability, leaving behind strong foundations that continue to add value well beyond the assignment.”
Jamie SinclairFormer CEO, Empower WealthYes. Each candidate is assessed for the aptitude, work ethic and behaviours the role depends on, including mechanical reasoning where the role needs it.
Yes. The same consultants support HR, recruitment and training, from contracts and onboarding to performance and leadership.
Yes. Where a role is won or lost on aptitude and behaviours, we look at other talent pools as well as the usual ones.
