My Experience as a Hiring Manager in 2024 at a Union Manufacturing Facility [OC]

So at least for this company, if you:

1 – Apply for a relevant job

2 – and SHOW UP for the interview,

that puts you in the top quarter of all applicants. Crazy.

Those are good numbers compared to the shipyard I worked in. They had about 250 people at any given time and averaged a 15 person per month turnover.

It was about 1 in 4 would show for an interview and about 1/2 would pass the drug test. We did the drug screening before interviewing. No point in wasting time talking to them and making an offer just to find out they failed.

They paid a decent wage for the area, but conditions were rough, especially in the winter. There were the core 100-150 people who stayed and a revolving door of new guys.

Terminations were typically for attendance or failing drug test after an accident. Resignations were usually because they learned enough to get another job elsewhere.

Half the hires being fired or quitting within the first 90 days is the really alarming part here. What’s going on?

Reposting because of the “Monday Rule”

Visualization made using Sankeymatic and information compiled through the year after each stage of the recruitment process.

Some more information:

– This was just for 2024 (Jan-Dec). In 2021 the “answer” rate was about 20%

– Pay is VERY good for the area. many employees are making $65k a year after year 1 with excellent benefits. Platinum level healthcare, a lot of overtime (if desired), entry level pay is $21 an hour and goes up from there. Plus union benefits (shift differential, double time Sunday, call time, etc.)

– Most terminations were for absenteism. Many were calling in 4 or 5 times in the first 2 weeks. A couple were for numerous safety infractions.

– The biggest deterrent is that we run 24/7/365 and operate a northern swing shift which makes it difficult for some to manage. Weekends, nights, holidays, etc. We are running. Difficulty of work is hit and miss. Some tough days some easy days.

– I left voicemails for every non-answer that had a working phone number or open voice mail box. I found that emails get a non-existent response rate.

– Small town and generally impoverished area.

– The bar to pass an interview is low. Just be able to maintain a conversation, understand the job requirements, and indicate a desire to learn.

– Orientation is 3 days paid training for OSHA 10 certification and some overview about the company organization. We get a good indication of who isn’t going to make it here as many will be late their first few days of work.

Many of these were through Indeed job postings and I’ve found that emails go unanswered so I always call and set up an in-person interview if they are interested in the job after hearing the hours and requirements.

How come out of 21 you end up with 11 terminating/leaving?

That’s quite a large proportion

I threatened to get the military involved when my background check failed because the agency my employer used was asking very sensative questions that were a bit too specific and every other question I was like “Classified”
Or “I am not at liberty to divulge that information”

Ex of one question was

“What specific radio equipment were you working on or have experience in using?”

–“Classified. HF, UHF, VHF, EHF, SATCOM.”

“Can you give frequecies specific to the equipment you worked on”

–“No. Only ones relevant to this question are VHF 121.5 and UHF 243”

I have not been on the side of hiring, but as I guy who has been through a lot of these kind of jobs, I have seen first hand how fickle people can be. Whenever I would start I always guess atleast half will still be here by day three.

Very similar experience in aerospace

What do you mean by legal issues?

I’ve been told that our plant has about a 50% rate of making it through orientation. The #1 question? Where can we smoke/vape

Wild to me that of the 96 people contacted, 57 ended up simply chinning it off!

(Did not answer / Not interested / No show / Declined offer)