Labor Market Archives - Condustrial


March 30, 2021

In today’s climate, staffing can be  a challenge. Many companies are facing increased demand in new ways with limited staffing, creating financial and workplace challenges. That’s why making appropriate updates to your staffing plans is an important first step in the hiring process. These changes will allow you to have actions in place prior to posting your job listing and facilitate hiring success. We’ve put together some hiring tips to add to your plan to create efficiency in your next hiring process.

  Tip 1: A good way to save time in your hiring process is to try to avoid the costs of a hire that doesn’t work out. While sometimes this can be unavoidable, hiring someone that doesn’t end up staying with your company can be costly. Take some time to really find the right fit by reviewing all applicants and you’ll end up saving in the long run.

Tip 2: Improve employee retention. Hiring new employees can often cost your company much more than keeping your existing employee base. But, you also want to implement practices that keep your current employees satisfied in working for you and your company. Some ideas to implement this include holiday parties or bonuses, recognition of a job well done, annual salary increases, etc. Your employees want to know that they mean something to you and your company. A little employee recognition can go a long way.

Tip 3: Automate your on-boarding process. In order to get your new hire on the field as quickly as possible, you’ll want to make their on-boarding process as easy and as smooth as possible. Try to make training videos interesting and allow for online or simple paperwork processes.

Getting the process of hiring down can be a difficult job, that’s where staffing agencies like Condustrial can help step in. We not only make it easy to find your next candidate, but we also streamline the process to help the candidate find their way to you. With dozens of positions featured across the Southeast, our dedicated team will help you find the candidate you’ve been looking for. Browse our website,, to learn more about how we can help you find your next candidate.

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March 9, 2021

Since March is Women’s History Month and yesterday, March 8, was International Women’s Day, it only seems right that we showcase all the hard work that women do in the workplace, especially in male-dominated industries such as manufacturing. Many jobs in manufacturing can easily be filled by women, yet oftentimes women are paid less or the positions are perceived as “manly” jobs which can deter women from applying. Unfortunately, this leaves companies with spots to fill, but their solution could be to target a larger demographic that includes higher considerations for women in these fields. In order for this to happen, changes in the workplace need to be made to attract more to close the gender gap.

 For one, expectations by the employer need to be set that identify the existing gender gap so that expectations can be established. Many manufacturing jobs are perceived as old-school and often follow more traditional job roles which includes a lack of a work-life balance. This can be a large deterrent to women who are often also running a household at home. Allowing more understanding and changing the mindset that work is more important can highly impact the female response to job postings. Women are also not the only ones that consider this an important factor to a job hiring process, but also younger generations are highly taking this into consideration when applying for new jobs so being able to attract them as well is also a bonus.

Another way companies can close the gender gap and increase the amount of women in their workforce is by making these jobs more visible and more highly rated by other women. Utilizing your existing workforce of women to attract others is definitely beneficial. Women value the opinion of others and want to hear testimonials and first hand experiences before diving into something, so letting them hear from a current employee can greatly increase the amount of females in your workforce.

Finally, companies will want to keep an open mind to new trends for women in the workplace. Those trends can include things such as childcare onsite, longer maternity leave, paid family time, etc. things that women truly look and highly consider when taking a new job.

Women are an essential piece to the puzzle for so many companies and closing the gap in male-dominated is the key to company success. Encouraging women to apply at your company can contribute to growth in your businesses. And keeping an eye on upcoming industry trends for women and younger generations is the keep to longevity.

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March 2, 2021

It’s no secret that 2020 was a bit of a dumpster fire, as the pandemic changed the way a lot of people work we work and scrambled original job predictions for 2020. No one really could have seen the changes brought on bu the pandemic and how quickly we were able to transition to a more remote workforce.

It appears that the Covid-19 pandemic is still the reality for early 2021 and likely will be through the remainder of the year. As so, here are several predictions experts are sharing regarding how this ongoing pandemic reality will affect the workforce in 2021.

Firstly, Remote work is here to stay. As we still maintain safe working practices and social distancing we will still be seeing remote work in most fields. Many who form bonds with coworkers are seeing this become more and more difficult as our social beings are suppressed, but unfortunately returning to the office will most likely be a slow process that won’t occur until most are vaccinated or numbers begin to significantly decline. Some companies have even expressed feelings towards staying remote permanently as many others do enjoy the increased flexibility and time home with family.

We also predicate a continuation of layoffs and job seeking. The pandemic has still taken a financial toll on many companies, and some that were once able to make it through lockdowns and initial waves are now starting to really suffer from the prolonged effects of the pandemic and are in turn shutting down or continuing to lay off employees. Because of this we will continue to see many jobseekers competing for available positions. Job seekers this year may be more familiar with these new remote hiring processes and Zoom calls and they may also be more apt to going the extra mile for a position. For example, hiring a resume writer, actually including a cover letter, taking a pay cut, and more. We do still predict this process to take a bit longer than usual as employers filter through a much larger amount of applications and the hiring process taking a bit longer with virtual inconsistencies.

Many experts also predict an increase in employee burnout. As employees are lacking social interaction, worrying about job-loss, and feelings of being overworked, many will likely begin to burnout faster than normal. This means employers and managers need to give as much compassion as possible in order to keep employees happy and at peak performance. We especially see this burnout already in the massively overworked healthcare field and do continue to see this be a trend throughout the remainder of the year as we attempt to distribute vaccines on a widespread scale.

Finally, we are beginning to see a new trend in the workforce with older generations retiring and younger 2021 online-learning graduates entering the force. Many older generations, specifically the Baby Boomers are entering into retirement age and are making considerations for retiring early due to challenges and burnout from the pandemic. This makes room for younger generations who are currently lacking real-life experience due to online learning to get paid less to earn this experience. Many of those new to the workforce will have to keep an open mind during the hiring process and really have ways to sell themselves to stand out from the highly competitive job market we are currently facing.

While 2020 was a mess, we do have hope for 2021 and entering into 2022 as we get a handle on the pandemic. Many workers have been asked to handle something that was previously thought as unmanageable and have been doing so successfully. We praise all of our frontline workers that continue to see an increase in demand and praise our essential workers for being there when needed most. If you are currently seeking a new position, visit our website to see what’s currently available and let us help you tackle 2021.

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October 1, 2020

Ever wonder what’s luring manufacturing firms from all over the world to a place like South Carolina? Ever wonder why BMW, Boeing, Volvo or their slew of suppliers ever set foot on our sandy soil? If you’re thinking tax incentives, quality of life, airport access or a prominent place along the interstate, you’re close, but not there yet.

Companies come to the Palmetto State for our workforce, an army of manufacturing hands coming out of Greenville Tech, Clemson University, Spartanburg Community College, Apprenticeship Carolina and Trident Tech down in North Charleston.

In today’s fast-paced manufacturing industry, Just-in-Time protocol and lean standards are dictating bottom line changes to not only work flow patterns and logistics, but also in the hiring process.

And yet, a workforce shortage remains.

Essentially, “manufacturers are in the business of building things,” Brian Kuney said, a VP at the South Carolina Manufacturing Extension Partnership.

Technical schools are building industry specific training centers, he said. “But it’s not a light switch, you don’t just flip it on and get light, the programs need time to mature as the state’s middle and high school curriculums continue to promote these opportunities versus attending larger universities.”

Indeed, South Carolina’s firms are interested in minimizing waste while maximizing their time and efforts. “Lean and mean.”

David Ballinger, of Condustrial in Greenville South Carolina, knows “manufacturing organizations strive to define and control every facet of their internal operations.”

The controls could be corporate mandates or best practices within a specific industry, but “it is imperative suppliers support them without asking them to change or adjust a thing,” he said. A flexible staffing firm can make all the adjustments whether it be scheduling, pay periods, training or testing requirements without any disruptions to the manufacturer.

And Volvo’s Talent Acquisition Manager, Danielle Shroyer agrees saying, “manufacturing companies utilize the right agencies for more than a simple hire.”

An educated staffing agency is flexible and can assist with fluctuations in production while managing leaves of absence of full-time employees, he said. “They also provide a solid understanding of the work they will be performing.”

Given the economic engine propelling the Palmetto State is large scale production whether it be on the shop floors of Lockheed Martin, GE Aviation, Michelin or the host of luxury automakers and influx of aerospace coming in, a knowledgeable and prepared workforce is vital for our incumbents and to those considering South Carolina as a business destination.

And you don’t want to mess with the bottom line.

BMW’s Senior Vice President of Purchasing and Supplier Network Americas, Murat Aksel, said the automaker’s lean production philosophy of just-in-time delivery means the supply chain must run seamlessly.

Any disruption can result in production delays, which means the customer can be impacted, he said. Without committed and reliable suppliers producing high-quality parts and delivering them on time, “BMW would not be successful”.

And what is South Carolina’s greatest manufacturing obstacle again? You guessed it, “workforce.”

When ZF Transmissions brought operations to the Upstate, Ashley Van Horn, a spokesperson for the company put it plainly saying, “local staffing agencies were critical to the success in ZF Transmissions Gray Court’s ramp up and launch.”

Data compiled by Deloitte and the Manufacturing Institute shows the industry will continue to suffer through 2025 with a shortage of two million workers. The state’s technical programs and universities will continue to work alongside capable staffing firms and economic development initiatives to combat this emerging need.

Knowledge of the Local Labor Market is Crucial

“Understanding the local labor market and an existing client base is important to determine a level of service,” Ballinger said.

“The goal is to solve the pain of hiring and maintaining a workforce,” he said. “And you can’t do that effectively without understanding the market, employment statistics, hourly rates per job and geographical viability.”



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