Hiring an industrial employee is only the beginning. What happens after they walk through the door can determine how quickly they become productive, how safely they perform their job, and how long they stay. For manufacturing, warehouse, distributio…
A forklift sits idle at the beginning of a shift. The work is there. The inventory is ready to move. But the experienced operator who normally keeps that part of the warehouse moving is gone, and there isn’t an immediate replacement. For warehouse a…
It usually doesn’t start with a wave of resignations. A dependable forklift operator puts in notice. A few weeks later, one of your most accurate pickers leaves for another opportunity. Then a team lead who has been with the facility for years decid…
In manufacturing, a bad hire rarely stays an HR problem for long. Put the wrong person on the production floor, and the effects can quickly show up in overtime, scrap, rework, downtime, missed production targets, and supervisor hours. What looked li…
Manufacturing and warehousing employers in the McDonough Corridor face pressure to hire fast, but commitment anxiety is driving temp-to-hire uptake as a deliberate strategy, not a fallback. This post provides HR Directors a practical decision framework—when to use temp-to-hire vs. direct hire, how to structure the transition, and what success metrics actually matter. Includes case examples from regional employers and addresses the cost-benefit analysis that resonates with operations and finance stakeholders.
A practical, do-it-yourself guide for McDonough professional services managers who are writing job specs but attracting unqualified or generic applicants. Teaches how to move beyond boilerplate ‘strong communication skills’ language and instead write role descriptions that attract specialists who understand the specific technical or regulatory domain. Includes before-and-after examples, common McDonough industries (healthcare admin, financial services, logistics support), and an audit template. Tactical and actionable.
