Finding the Ideal Employee


Dear Amazing Employer,
Would you like to join me for lunch at noon on August 28? We will be serving beer and brats with 2 MiG welders, a barista artist, a sandwich artist and a Director of First Impressions from the local hotel. They all are frustrated at their jobs and seeking purpose in their work.

Do you love a good invitation? One that solves a specific problem by speaking directly to what you need and want? Me too! Yet I am counting on that invitation fulfilling the promise it makes. I hear the woes of recruitment from my HR and manufacturing colleagues, the same ones I have had. The complaints generally are that there are not enough qualified workers out there.

Here’s a secret: They are out there. We just are not inviting them into our organizations in a way that solves their problem. You see, recruitment does not follow the promise in your invitation. You need to create an amazing invitation and use it to bring in the next generation of employees.

“You see, recruitment does not follow the promise in your invitation. You need to create an amazing invitation and use it to bring in the next generation of employees.”

Recruitment as a general rule places ads blindly to an online group. The ads state what the employer needs and, typically, this is a list of skill sets. Yet we hire people for what they know and then we are surprised when the relationship does not work out because of who they are.

Today, you need to create an Ideal Employee Profile—one that uncovers the exact problems that our future employees have AND solves them. How do you get started? (Yes, we are taking immediate action to get the results that we want.) Start by answering these following questions.


Think about whom you want and need working for you or think about the rock-star employee already in this kind of role.

  • Where do they shop? (Online and brick-and-mortar stores)
  • What and where do they eat?
  • Where do they live?
  • What social media platforms are they on?
  • What do they do in their free time?
  • What music do they listen to?
  • Where do they work OR what are they doing now? (Hint: Think outside your industry: retail, hospitality, veterans, retired mechanics, etc.)
  • Do they have a best friend at work?

When you think about what you need in a manufacturing environment, the following may come to mind: teamwork, communication, attention to detail, willingness to learn, ability to follow direction but able to think outside the box when needed, the ability to speak up when they see something wrong.

Now, put yourself into the shoes of your ideal employee for the specific position that you are hiring for. This is GOLD! You are discovering the exact pain points to speak to your next applicant and creating an employment offer they cannot refuse.

  • What keeps you up at night?
  • What stresses you out on a regular basis?
  • What do you hate about your current job?
  • What relationship do you want with your co-workers that
  • would inspire you, and vice-versa, to do your best work?
  • What would the relationship need to be with your manager
  • to support you in performing your best work?
  • What is your biggest fear right now?
  • What do you wish your employer understood about you?
  • If you could create the perfect work environment that also produced amazing results, what would it be?

Congratulations! You now know exactly whom you need to be speaking to, where they work, what they dislike about their roles and what they need to join your company.

This year, Deloitte did a large survey of manufacturing firms to see which tactics they are using to lure talent. Among the strategies:

  • Offering double pay for weekend work.
  • Creating apprentice programs that pay for college courses on the side.
  • Allowing for flexible work times.

Allowing workers to buy or sell additional vacation time. Recruitment today takes creativity. Now go create an amazing offer out of these questions and look in the mirror to see if you can keep your promises to the applicants once you hire them.