How to Recruit & Retain the Best Talent: Recruitment Best Practices

Posted on June 20, 2023 by Boston Centerless

Recruitment and retention of top tier talent is crucial to the health and success of any business. In addition to competitive compensation, job seekers today are looking for companies that support their goals and values as well as offer top notch training and career development. Companies need to be cognizant of these factors, among others, when trying to attract and keep talent. The following explores some best practices regarding recruitment and retention, and how Boston Centerless works to achieve these objectives across our organization.

Communicate Clear Job Descriptions

The best practice of communicating detailed and clear job descriptions seems like it would be simple – but it is often an overlooked and underestimated aspect of robust recruitment and retention. Job descriptions are often the first glimpse a job seeker gets into your company’s culture – and first impressions really matter. The content should be clear and concise, and formatted so it is easy to read. At Boston Centerless, we post our current job openings through a variety of channels including our website. Our job descriptions are thorough and include the key responsibilities, requirements, and specific skills or traits we are looking for. Our team recruits talent for our Woburn, MA and Fort Wayne, IN locations as well as positions that work remotely. For more information about working at Boston Centerless, watch our short video.

Recruit with Purpose

Recruiting with purpose means that an organization is intentional. Every company has a recruiting program but not every company is intentional across its hiring process. Boston Centerless, for example, approaches hiring with the long-term in mind and even has a recruiter on staff to assist with recruitment and hiring as well as onboarding. This commitment to recruiting and retaining personnel sets Boston Centerless apart from most other companies. Similarly, it is crucial to hire personnel to fill a specific gap in the organization which can mean creating new positions to address these needs – and not just go through the motions on recruiting. In 2023, for instance, the team at Boston Centerless added several new positions to upgrade our talent pool on the Sales and Service side, enabling us to improve our proactiveness with Blankets and Kanban orders. This is an example of recruiting with purpose.

Communicate a Clear Company Culture

The culture of an organization has a significant impact on job satisfaction. Every company has a culture – and it is important that employers clearly convey their culture and values to potential job seekers. Employees want to work for a company with similar values that they can trust and get behind. At Boston Centerless, we have a specific culture we refer to as The BC Way. Our team is clear about our core purpose: to be a role model for U.S. manufacturing. We are also clear about our core values: be Trustworthy, take Initiative, put the Team First, and demonstrate Excellence. During our recruitment process, we share our purpose and values with job seekers to ensure alignment. It should be noted that not all job seekers will align with your company values – and that is ok but crucial to identify upfront to avoid retention issues down the road.

In addition, the team at Boston Centerless values diversity in our recruitment process. In fact, we display flags on the shop floor to represent the various countries of origin of our personnel. While we are a small company with just over 100 staff, we have around 20 flags on display. Additionally, some of our personnel speak English as a second language so part of the training program at Boston Centerless includes English language classes for our staff.

Are you interested in joining the precision machining team at Boston Centerless?

Contact us today to learn more about our recruitment process and how we have earned a reputation over the years for unequaled quality and service.

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Career Development and Training Opportunities

Studies on recruitment and retention show that two of the most common reasons employees give for leaving a job is lack of engagement and lack of career development opportunities. In order to minimize turnover, it is crucial that personnel feel a sense of ownership for their future development and that there is a clear plan laid out. It is important that training and development options are clearly communicated and there is a feedback loop with the employee.

Training is also key to employee recruitment and engagement. At Boston Centerless, we know that centerless grinding is a unique skill that takes time to develop so we invest in rigorous training to minimize the learning curve for our personnel. In some cases, our training is developed in-house to meet our specific needs. We also know that helping personnel to expand and grow their skill sets is an integral element of employee development, and our team looks for opportunities to recognize growth in our personnel. For example, we have a large board displayed on our shop floor that tracks skill development. Personnel receive “dots” when they become certified on a given area of grinding such as a new material or a different diameter. The more dots an employee has, the more capable that individual is to operate in a variety of capacities on the shop floor. This aspect of our training program recognizes the growth and development of our staff and encourages them to advance their technical skills and techniques – in addition to communicating that their hard work is valued and appreciated. All of which are wins when it comes to recruitment and retention.

About Boston Centerless

Boston Centerless provides solutions that enhance our customer’s manufacturing processes. With 65 years of precision grinding expertise, we grind the tightest tolerances in the industry. We have proven experience with an extensive range of materials, and our manufacturing solutions include:

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