Matt Hanley of M-TWO Search discusses the pros and cons of DIY recruitment and offers some helpful advice to get it right in this blog
Let’s have it right. Not every business wants to use a recruiter.
Some of you are watching the budget. Others have had a bad experience before. You asked for help and got poor service, no real advice, or a bunch of irrelevant CVs thrown your way. I understand that. It leaves a sour taste and makes you think you would be better off doing it yourself.
There is nothing wrong with wanting to recruit directly. Sometimes it makes sense to try. If you are in print, packaging or signage and you want to go it alone, here is my honest guide on how to give it a real shot.
This is not theory. This comes from what I have seen work in this industry over the years.
1. Your Job Ad Needs to Be About Them. Not You.
This is where most people get it wrong before they have even started.
Too many companies treat job ads like a brochure for themselves. They waffle on about how great the business is, how many awards they have won and what their grand growth plans are. None of that matters to the person reading it. They want to know what is in it for them.
People in this trade think about risk versus reward. They are leaving a steady job to join your business. They are not making that move unless they see clear benefits.
You need to speak to them directly. Be clear about what they will be doing day to day. Tell them the salary. Show them the real reason you want them. Maybe you need someone who can run a specific machine. Maybe you need someone to step up and bring fresh thinking to a production team. Let them see the value they would bring.
Talk to them like you are having a conversation in the canteen or at a trade show. Keep it honest and respectful. Show them you understand the industry and the work they do.
I have seen this too many times. A business writes a job ad all about itself and then wonders why nobody applies. Speak to the candidate. Make it about their skills, their future and their rewards. That is how you get attention.
2. Post the Job Where It Will Actually Be Seen
This industry is not full of people sat on LinkedIn all day. Some roles will get a bit of traction there, usually sales or management, but if you are hiring operators, finishers or installers, LinkedIn will not cut it.
Go where the people are. Look at specialist job boards that focus on print, signage and packaging. They still work if you take the time to write a decent ad.
Facebook groups are full of skilled people in this space. It might feel a bit old school, but I know plenty of businesses that have hired great people through those groups.
Do not forget the power of your own network. Suppliers, ex-employees, even your regular customers often know someone looking for work. Good people are usually only one phone call away in this trade.
One of the best hires I have seen recently came from a WhatsApp group. The person was not even actively looking but heard about the role through a mate and it went from there.
3. Stop Overthinking CVs and Get to the Point
I have seen businesses tie themselves in knots over CVs.
This industry is practical. You do not need to see a perfectly formatted CV to spot a good hire.
Look for three simple things.
First, relevant machinery or process experience. You need to know they can hit the ground running.
Second, a background in print, packaging or signage. People who know the pressures of this industry are worth their weight in gold.
Third, some stability. Job hoppers are everywhere these days, but someone who has stuck with roles and shows commitment should catch your eye.
Some of the best workers I have ever placed had average CVs. They were not winning any design awards for layout, but they knew the trade inside out.
If the basics look good, pick up the phone. You will find out more in one direct conversation than from reading five pages of waffle.
4. Interview Properly Without the Corporate Nonsense
People in this industry have no time for long-winded interview processes. They want straight answers and a proper conversation.
Keep your interviews simple and practical. Ask about their direct experience. Get them talking about what machines they have worked on or what projects they have managed.
Find out why they are looking to leave. Most people will tell you honestly if you ask the right way.
Show them around. Let them meet the team. Let them see the workshop or production area. People want to feel what the place is like before they commit. Culture and environment matter just as much as pay these days.
One of the best interviews I ever sat in was done walking around a factory floor with a brew in hand. No fancy meeting rooms. Just two people talking about machines and work.
5. Move Fast or You Will Miss Out
This one is simple.
If you like someone, make a decision fast. Do not drag it out.
Good people in print, signage and packaging do not sit around waiting for weeks. If you hesitate, they will go elsewhere.
I have lost count of the times I have warned businesses about this. Those who move quickly get the best people. Those who delay end up starting from scratch.
Also, your hiring process is a reflection of what it’s like once people are in your business.
Final Thoughts
Here is the truth. You can recruit directly. Many businesses do it successfully, especially in this industry where word of mouth carries a lot of weight.
You need to be willing to put in the effort. You have to write job ads that speak directly to candidates. You have to post in the right places and follow up quickly. You need to treat people with respect and keep it human.
If you have the time and patience to do all that, then you can absolutely find great people yourself.
If you find yourself drowning in CVs or getting nowhere, then maybe it is worth getting a recruiter involved. That is where people like me come in.
Either way, at least now you know how to do it right.