Tips For Hiring the Best Machine Operator

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Machine operators are essential to your organization, because without them, production can literally grind to a halt. How can you identify and hire a top performer?

Define Your Perfect Candidate

Start with skills. Although details may vary, here is a general list.

Technical Skills

  • A high school diploma
  • Additional certificates or ongoing training
  • On-the-job experience
  • Familiarity with specific machines
  • Good technology / computer skills
  • Ability to keep accurate logs / records
  • Knowledge of safety standards

Soft Skills

  • Attention to detail
  • Innovative problem solving
  • Flexibility
  • Time management
  • Strong communication skills
  • Ability to work individually or with a team
  • Trainable
  • High standards

Ask the Right Questions

Once you have an accurate job description and a stack of qualified leads, it’s time to start the interview process. So, how can your separate the best candidate from the rest of the field? The four types of questions listed below can help.

Why do you want to work at our company?
Would you rather hire a machinist who is excited to work for your organization or one who is looking for a paycheck? The answer is obvious, but how do you know? Here is a simple clue. Look for a candidate who has taken the time to research your organization before the interview and can provide a specific and detailed answer to this query.

What skills and experience will you bring to the position?
You already know part of the answer to this question from the application materials. However, ask it anyway. It is difficult to list every job, certification and talent on a single-page resume. You may be able to glean additional information and, therefore, make a better choice.

How would you handle this situation?
A potential hire may tell you they always try to do the right thing, but how do you really know? Situational questions provide more clarity than traditional inquiries. Ask “What would you do if you knew a machine was not working correctly and your supervisor told you to run it anyway?” instead of “Why do you feel safety standards are important?”

How would you complete this task?
Work sample tests are one of the best indicators of future job performance. If possible, ask a candidate to diagnose a problem or run a safety test like what they would be required to do on the job. If this is not an option, have them talk through the steps they would follow instead.

Whichever questions you decide to use, write them down and ask every candidate the same questions in the same order. This standardized format, known as a structured interview, helps employers to make more subjective decisions and eliminate individual biases. (The Balance, 2018)

Are you looking for talented industrial workers and struggling with the hiring process? Aventure Staffing can find the right candidates for your company, as well as provide temporary skilled contract professionals who can fill in at a moment’s notice. Contact us today to learn more about our diverse range of employee staffing options.

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