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In recruiting for a new role, finding the right mix between what you need someone to have and what you want someone to have is not always clear cut. Emotions and idealisation get in the way more times than not.

When recruiting for a role, Manufacturing Recruitment spend time with our client discussing their business, their existing staff, the work culture and – importantly – what someone will be actually doing in this position.

We work closely with our clients so that everyone involved in the decision making can be on the same page – and to try to ensure the role is “fillable”. We give our clients our understanding of the market, our expectations around the types of people who will apply, and the salary range needed to attract quality candidates. In return, our clients give us their ‘Needs’ and ‘Desires’ about their future employee.

As we screen, we keep those ‘Needs’ and ‘Desires’ in mind, but largely focus on the ‘Needs’ while long-listing applicants:

1. Does the candidate have the core skillset?

2. Do they have the right level of experience?

3. Have they worked in industries relevant to the company?

4. Do they have the ability to adapt quickly and learn the new products & skills required?

5. Will they be motivated to do this role?

When we have our long list of candidates, we are able to screen-down and develop a shortlist – which focuses more closely on the ‘Desires’ of our clients:

1. Has the candidate worked for Company X, Y or Z?

2. Has the candidate worked in Industry X?

3. Does the candidate have experience using Program X?

4. Does the candidate have a commute under 30 minutes?

In many cases, candidates will fulfil our clients’ ‘Needs’ but not all of their ‘Desires’. For most employers this is not an issue, and they will interview applicants to find the best fit – knowing that someone with the core skills and motivation can be taught. However, there are some clients who will pass on potentially long term suitable candidates as they want to hold out for an “exact match”.

The biggest difficulty with trying to attract and employ a Unicorn, is that you need that Unicorn to be looking for a new role….at the same time you’re advertising… within reasonable commuting distance…..and seeking a similar salary to that on offer….and then still be the right fit for your business and work culture.

You may end up wasting a great deal of time AND money on searching for the ‘Perfect Candidate’…..and STILL be unable to find the elusive Unicorn.

Manufacturing Recruitment encourage prospective employers to be mindful of balancing their ‘Needs’ and ‘Desires’, and deciding which aspects are most important for an employee to be successful in the role Long Term:

– Could you train them to use industry specific programs or not?

– Is relevant industry experience acceptable even if it isn’t exactly Industry X?

– Are you willing to pay a higher salary to get your Unicorn?

While finding a Unicorn would be great, it is important to consider the reality of the market and to ensure that if you do find one, that it is not just a donkey with something stuck on its head.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Manufacturing Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give  Kim Acworth a call on 0411 278 281 or email at

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