Darin Tucci’s Post

#important_Resume_tip When applying to your dream company for future job , it's essential to match the job titles on your resume with the terms they use for similar positions. For example, if you're an industrial mechanic but your target company labels the role as 'Millwright,' adjust your resume accordingly. Using their Job Title increases the chances of your resume appearing in their searches. Remember, HR often searches for specific job by titles, so aligning yours with theirs enhances your visibility. Millwright and industrial mechanic is same job so any one with job title millwright will get chance and industrial mechanic resume will lost in computer graveyard

Helmet colors often indicate the wearer's role: White: Managers, supervisors, engineers. Yellow: General laborers, earth-moving operators. Blue: Electricians, carpenters, other technical workers. Green: Safety inspectors, sometimes new or probationary workers. Brown: Welders and workers in high-heat areas. Red: Firefighters, emergency personnel. Grey: Site visitors. Mechanics Reels Mechanics Mechanical engineering and automotive repair Auto Mechanic #mechaniclife #mechanic

Behind every innovation, there’s a skilled tradesperson making it happen! ⚡ Whether you're looking for an electrician, welder, or mechanic, Labourly’s got you covered with certified pros ready to roll. Let’s make hiring for the trades easy and stress-free! 🙌 #SkilledTrades #TradesHiring #HRInnovation

Vacancies

Industrial hiring managers are keenly aware of the challenges in filling maintenance and mechanic roles. The demand for skilled professionals in these positions remains high across companies of all sizes. Recent data from WorkStep highlights the national average retention rate for new hires in these roles: 87% after 30 days and 71% after 90 days. Surprisingly, almost 1 in 3 hires in maintenance and skilled trade will need replacement within 3 months, with an average replacement time of 28.2 days. #Maintenance #Mechanic #HiringChallenges

this is so true from my personal experience of plant hire ,,, when I put preformed myself I just got more work loaded into myself and struggled to get a 3 euro pay rise and when you see the dodgy sales rep selling machine off that just been rebuilt for less than price of parts and labour put in it and remind you it's cheaper to get new machines. that's all good when you have access to good credit but you still have to pay it back, when economy dips you see who's making the real money. just breaks my heart knowing that there are fewer qualified competent mechanics to train the next group of mechanics as they are retiring and changing trades earlier. companies would rather employ unqualified from abroad for less than paying the minimum going wage for a construction fitter.

Lately, I've noticed a recurring theme when speaking with candidates: as soon as we start the conversation, they immediately ask If the role is permanent or temp-to-perm. It seems there's a common assumption that because I'm a recruitment consultant, I only deal with temporary positions. However, this couldn't be further from the truth. I recruit for a wide range of roles, including full-time permanent positions. Recruitment consultants can and do place candidates in stable, long-term jobs☺️ I'm curious to hear your thoughts on this. Do you also think that recruitment consultants primarily handle temporary roles? That being said, see below these full-time permanent positions that I'm currently recruiting: 🔧 Air Source Heat Pump Engineer – Location: Perth | Salary: Circa £35k 🎨 Paint Sprayer/Prepper – Location: Warwick | Salary: £31,000 plus bonus 🔧 Panel Beater – Location: Coventry | Salary: Up to £22p/h 🎨 Paint Sprayer – Location: Blackpool | Salary: £17p/h 🔩 Mechanical Engineer & Electrical Engineer – Location: Dronfield | Salary: Up to £55,000 🛠️ Welder/Fabricators (Various roles in Worksop, Chesterfield, and Coventry) | Paying up to £17ph 🔩 Mechanical Fitter – Location: Warwick | Salary: £16.43ph + Monthly bonus #Recruiting

Interested in mechanic

I left the Marine Corps in 1998; at that time, there was a shortage of skilled technicians. Over 26 years later, the industry is still facing the same issue. Our industry does not value the technician or Product Support, for that matter. Throughout my career working for dealers and an OEM, I've noticed that the industry's mindset hasn't changed much. Now, as the Director of Dealer Accounts at Jordan Sitter Associates, a recruiting firm in the heavy equipment industry, I still see this mindset prevailing. Management still needs to understand the importance of Product Support, which is often overlooked. When I discuss filling technician or service manager roles with dealerships, and we talk about our fees, I often hear them saying something like, "If I have to pay that amount in a fee for recruiting, I'd rather hire a salesman." This attitude devalues the technician and service manager roles. Why would anyone want to be a technician or a service manager if they are not valued or respected? Product Support often gets blamed for the sales department not meeting their targets, even though they had no input in strategic planning. While there have been some changes, and the OEMs are starting to invest in the next generation of technicians, more work remains to be done. Most dealerships do not have internship programs, and they do not actively promote technician jobs at high schools. Most manufacturers and dealers also do not invest in technical colleges. This lack of investment devalues the technician role. We, as a society and an industry, must value the technician. If we claim to value the technician, we must show it in our actions. When visiting a dealership, what door do you enter? The front door and straight to the sales office, or the shop door to take the time to meet the technicians and talk to the service manager? When inviting people from the dealership to lunch, do we ever include the technicians, service managers, or parts managers? Most of the time, it's the salesman and the store manager; this shows a lack of value for product support in our industry. This attitude creates an environment where technicians are overworked, underpaid, and not respected.

Many skilled craft people are looking for work. Even though there’s not enough labor to go around, I’m seeing a trend for those that possess a specific skill set looking to work with organizations who value their years of experience. It’s apparent that these individuals don’t want to go to a shop environment or even a jobsite where they are performing the same monotonous task over-and-over-and- over again. It looks like these highly skilled workers are looking for companies that value their years of experience while providing them with diversified, and interesting tasks that can be as varied as hours in the day. I had a conversation with an organization this week who’s new hires fit a unique profile. They need more workers like you with the flexibility to work a variety of jobs and perform work that makes a difference. I can put you in touch with some good people if you are a: - Welder - Pipe Fitter - Mill Wright/ Mechanic - Client Focused Mechanical Engineer Let me know if I can help you or someone in your network. Asking for a friend.