Energy hiring and workforce planning for 2027

Energy Hiring in 2027: A Conversation with Ray LaMonica

Director of the FootBridge Company Energy Division

As we enter the final quarter of 2026, energy hiring and and workforce decisions are shaping projects and outages well into 2027.

With 25+ years of industry experience and thousands of specialized searches conducted each year, FootBridge has a clear view of what companies face as they build the teams those projects will require. The talent is out there, but the conditions for finding, attracting, and securing it have changed. 

Ray LaMonica, Director of the Energy Division at FootBridge, works directly with clients facing these decisions, so we asked him to share what he’s seeing in the market and what energy companies should consider now as they prepare for 2027.

What is making specialized energy talent harder to secure right now?

Ray: It’s not always that the skill set doesn’t exist. The bigger question is how many people with that experience are realistically available for your particular project.

You have to layer in where the project is located, whether the person needs to be on-site, how much travel is involved, and whether that individual is willing to take another project assignment. Once you do that, a talent pool that looked fairly large on paper can become much smaller.

In contract staffing, you’re not just looking for somebody who can do the work. You need someone willing to work under the conditions of that specific assignment.


Where are you seeing that challenge most clearly?

Ray: Schedulers are one of the clearest examples.

Historically, scheduling has been an on-site function. The scheduler is interacting with the project team, walking the job and seeing progress firsthand. Some of that work can technically be performed remotely, but many clients still believe the position is more effective when that person is on-site.

What changed after COVID is candidate expectations. Experienced people became accustomed to working remotely, and today it can be much more difficult to get someone with the right scheduling background to commit to a full-time on-site assignment, especially when travel is involved.

That’s an important distinction for hiring managers. You can have ten people who look qualified on paper, but if only a fraction of them are willing to work at your location under your schedule, that fraction is your real talent pool.

What are companies competing against when they go after those candidates?

Ray: More than the company down the street.

Look at data center development. Those facilities require tremendous amounts of power, which drives additional infrastructure work, improvements, and expansions. That means companies across different projects can end up needing many of the same types of experienced people.

We see the result in our candidate conversations. The people companies want are often considering multiple opportunities, and in some cases multiple offers.

So the hiring manager has to look at the opportunity from the candidate’s perspective. They’re comparing the rate, but they’re also comparing location, travel, schedule, hours, and the project’s duration.

The question isn’t just, “Is this person qualified?” It’s also, “Why would this person choose this project over the other opportunities in front of them?”

How should companies respond when the candidate has multiple opportunities?

Ray: Move faster.

That means removing unnecessary delays from the process. Every day that goes by is another opportunity for that person to get a call about another project. If the candidate already has multiple opportunities, a slow internal process can make the decision for you.

Before you start interviewing, know who needs to meet the candidate, who has authority to approve the rate, and what you’re prepared to offer. When you identify the right person, you should already know what has to happen next.

The time to streamline the hiring process is before the candidate is sitting in front of you.

How does working in this market every day change the way FootBridge recruits?

Ray: We’ve maintained a network of industry-specific people for years, including subject-matter experts who are willing to travel. We stay in contact with them, and many have worked with us before. Doing so gives us information you won’t necessarily get from a résumé or database.

We may know what kinds of projects someone has worked on, whether they’re open to travel, the types of assignments they’ll consider, and whether another opportunity is likely to interest them.

That becomes extremely important when the talent pool is tight. Finding 100 résumés with the right keywords isn’t necessarily valuable if 90 of those people wouldn’t consider the assignment.

The goal is to get to the realistic talent pool as quickly as possible.

Are you seeing companies change how they use contract staffing?

Ray: Yes. We’re seeing companies consider contract staffing, even those that have traditionally focused more heavily on direct hiring.

I think a lot of that comes down to necessity. Companies need to keep their options open and consider different ways of bringing people onto their teams.

Not every workforce need has to be approached the same way. If you have a defined project, an immediate need, or a position at a remote job site, contract staffing may provide another way to access the talent you need.

The important thing is to start with the work that needs to get done and then determine which hiring model makes the most sense.

What would you tell a hiring manager planning projects or outages for 2027?

Ray: Start earlier than you think you need to.

If you know you’re going to need project managers, construction managers, project controls professionals, schedulers, commissioning specialists, engineers, QA/QC or safety professionals in 6 or 12 months, that conversation can start before you have an open requisition.

The earlier we understand the project, the earlier we can start looking at the talent market: Who has the experience? Who is likely to be available? Who will travel? What are people looking for in their next assignment?

Then, if we see a potential issue with location, availability, rate, schedule, or a particularly tight skill set, we can address it before it becomes an urgent hiring problem.

Workforce planning shouldn’t begin when you need someone on-site. It should begin when you know you’ll need them.


What should be on your 2027 workforce planning checklist?

Ray’s perspective points to three questions energy hiring managers should be asking now:

  • Who in the market can actually do the work, and how many of them would realistically consider your assignment?
  • How does your opportunity compare with the other projects competing for those same people?
  • Is your hiring process ready to move forward before the candidate has a reason to go elsewhere?

Those questions are difficult to answer from résumés and job postings alone. They require ongoing visibility into the people doing the work and the projects competing for them.

For more than 25 years, FootBridge has specialized in recruiting for energy and other technical industries. Our Energy team works these searches every day, giving us direct insight into the talent companies need, the assignments candidates will consider, and the factors that can make a difficult search even harder.

If you have a project, outage, or workforce need on the 2027 calendar, now is the time to start the conversation. The earlier FootBridge understands what’s ahead, the more time our team has to assess the market, identify potential constraints, and begin building the talent pipeline your project will require. Have an upcoming project, outage, or workforce need? Talk to the FootBridge Energy team now. 

 

The Energy Hiring Playbook Has Changed. Is Your 2027 Workforce Plan Ready?

A Conversation with Ray Lamonica, Director of the FootBridge Company Energy Division

As we enter the final quarter of 2026, energy companies are making workforce decisions that will shape projects and outages well into 2027. For many, the 2027 workforce plan is already taking shape. With 25+ years of industry experience and thousands of specialized searches conducted each year, FootBridge has a clear view of what companies face as they build the teams those projects will require. The talent is out there, but the conditions for finding, attracting, and securing it have changed. 

Ray LaMonica, Director of the Energy Division at FootBridge, works directly with clients facing these decisions, so we asked him to share what he’s seeing in the market and what energy companies should consider now as they prepare for 2027.

1. The job requirements can shrink your talent pool

Having the right skill set doesn’t necessarily make someone available for the job. For energy projects, requirements around travel and on-site work can quickly narrow the pool of candidates willing to consider an assignment.

Ray points to schedulers as a good example. These roles have traditionally been performed on-site, where schedulers can interact with the project team, walk the job and see progress firsthand. While some scheduling work can be done remotely, many clients still want these professionals on-site.

The challenge is finding experienced schedulers willing to make that commitment. Since the shift toward remote work during the pandemic, Ray has seen more candidates become reluctant to take full-time on-site assignments, particularly when significant travel is involved.

Ray’s advice: Define the non-negotiables early. If a position must be on-site, requires frequent travel, or has other conditions that could limit candidate interest, make those expectations part of the recruiting strategy from the start. Doing so helps recruiters focus on candidates who can do the job and are willing to accept the conditions that come with it.

2. You’re competing for talent across projects, not just companies

Energy companies aren’t recruiting in isolation. The same experienced professionals may be needed across multiple projects, facilities, and even adjacent industries simultaneously. Ray points to data center development as one example. Infrastructure improvements and expansion projects can increase demand for many of the same technical skill sets. And, “A lot of companies are looking for the same people,” Ray says.

FootBridge sees that competition directly in candidate conversations. According to Ray, experienced professionals frequently have multiple opportunities in front of them, and sometimes multiple offers. Pay is part of the decision-making process, but so are travel requirements, work schedules, hours, location, project length, and the overall structure of the assignment. A company may find the right person technically but still lose that candidate because another project offers a better fit for them.

Ray’s advice: Before going to market, understand what you can and cannot change. If the location and schedule are fixed, determine whether there is flexibility elsewhere. If the rate is firm, other aspects of the assignment may carry more weight. The goal is to understand how your opportunity will compete for the people you actually need.

3. Every extra day creates another opportunity to lose the candidate

When asked what companies could do differently during the hiring process, Ray’s answer was immediate:

“Move faster. Every day that goes by, there’s another chance that another project pops up and the individual gets called elsewhere.”

Ray’s advice:

Before interviewing, know:

  • Who needs to meet the candidate?
  • Who can approve the rate?
  • How quickly can feedback be provided?
  • What are you prepared to offer?

Speed starts before the interview. Once those decisions have been made internally, the hiring team is better positioned to act when the right person is identified.

4. The right candidate may not be the exact candidate described on paper

When the available talent pool is already limited, an overly rigid list of requirements can make a difficult search even harder. Therefore, Ray says that hiring teams should distinguish between experience that is truly essential and experience that can transfer from another project, facility, or related environment.

He emphasizes that job titles alone don’t always tell that story. A candidate may not use the exact terminology from the job description in their résumé, even if they have worked in environments that require many of the same skills. For example, instead of asking only whether someone held an exact title, consider the work they performed, the type of facility or project they supported, the systems they worked with, and the responsibilities they held.

Ray’s advice: 

Identify your must-haves early on.  Doing so gives recruiters more room to identify candidates whose experience translates to the work without compromising the qualifications the project truly requires.

5. The hiring model should fit the work

Ray is also seeing companies consider contract staffing even when they have traditionally focused on direct hiring.

“I believe they are doing it out of necessity,” he says. “They need to keep their options open and consider all avenues of hiring.”

Contract staffing may make sense for an urgent need, a project with a defined timeline, an outage, or an assignment at a remote jobsite. A direct-hire approach may make more sense when the need is permanent, and the position is intended to remain part of the organization beyond a particular project. An 18-month project assignment and a long-term permanent position don’t necessarily call for the same recruiting strategy.

Ray’s advice: 

Start with the work, then determine the hiring model. Keeping both contract and direct-hire options available gives hiring teams another lever to use when the project, timeline, or available talent makes one approach more practical than the other.

6. A specialized talent pool changes the search

The first five considerations all lead to a larger question: How do you find people who meet the technical requirements and the realities of the assignment?

A résumé can tell you whether someone has experience in scheduling, commissioning, project controls, engineering, or construction. It usually won’t tell you whether that person is willing to travel to a jobsite, take an on-site assignment, work the required schedule, accept the project duration, or consider another contract right now.

That’s where specialization matters.

FootBridge recruiters have spent years working with professionals across energy and other technical industries. Those relationships often continue from one project to the next, giving our recruiters knowledge that goes beyond what appears in a candidate database.

Ray describes it this way: “We maintain a network of people specific to the industry and subject matter experts who are willing to travel.”

Over time, recruiters learn the environments people have worked in, the assignments they’ve taken, whether they’re open to travel, and the kinds of opportunities they may consider next. 

Ray’s advice: 

Instead of identifying everyone who could technically perform the job and then determining whether the assignment works for them, working with a specialized recruiter can focus more quickly on professionals whose experience, availability, and preferences align with the project.

And because those relationships have been built over time, FootBridge isn’t introducing itself to the talent market every time a new need comes in. We’re going back to a network we know—and that knows us.

7. Don’t wait until the need is urgent to start recruiting

The more specific the requirements, the more valuable time becomes. For clients looking at workforce needs over the next six to 12 months, Ray’s advice is straightforward:

Start planning now.

“Plan ahead for roles by identifying upcoming project and outage needs early, so we have time to find the right talent before the need becomes urgent,” he says.

Earlier conversations give recruiters time to

  • Assess talent
  • Identify requirements that could complicate the search
  • Understand candidate wants
  • Establish realistic expectations before a project deadline starts driving decisions.

Put your 2027 workforce plan to the test

As you map out upcoming projects, outages, and workforce needs, three questions can help identify where recruiting challenges may emerge:

  • How many qualified professionals are realistically suited to the assignment’s conditions?
  • Will those people be available when you need them?
  • Will your opportunity compete with the alternatives they’re likely to have?

Those questions are difficult to answer based on résumés alone.

For more than 25 years, FootBridge has specialized in recruiting for energy and other technical industries. Combined with the thousands of specialized searches we conduct each year, that experience gives our team visibility into both sides of the hiring equation: what companies need and what experienced professionals seek in their next assignment.

The earlier we understand what’s ahead, the more time we have to identify potential constraints, reach the right talent, and help you build a recruiting strategy around the realities of the market.

Have an upcoming project, outage, or workforce need? Talk to the FootBridge Energy team early. The sooner we understand what’s ahead, the more time we have to identify the people you’ll need to make it happen.

 

Building Stronger Manufacturing Teams Through Transparency and Trust with Tony Bletsis

Building Stronger Manufacturing Teams Through Transparency and Trust with Tony Bletsis

With over two decades in the staffing industry, Manufacturing and Engineering Program Manager Tony Bletsis has seen what it takes to build strong, dependable manufacturing teams—and what can cause them to falter. Having facilitated over 3,000 hires across companies in Massachusetts, he‘s helped shape a staffing strategy that prioritizes transparency, giving employers and candidates critical insights needed to make confident, informed decisions.

Are you curious about what sets FootBridge apart? Keep reading to discover how Tony Bletsis is helping manufacturers build stronger, more reliable teams through transparency, strategic hiring, and lasting partnerships. 

A Higher Standard for Candidate Selection

In an industry where many staffing firms focus on filling positions fast, FootBridge takes a different approach—one built on trust, experience, and long-term success. As a key leader on the manufacturing recruiting team, Bletsis explains that personal connections make all the difference. “When we take the time to understand our candidates beyond their skills and experience, we’re not just placing them in jobs—we’re setting them up for meaningful careers.”

However, success isn’t just about making a placement; it’s about making the right one. That’s why Bletsis and his team take a hands-on approach, prioritizing one-on-one interviews—whether over MS Teams or, ideally, in person at the Andover office. “Since we work closely with Massachusetts-based manufacturing companies, these conversations give us valuable insight into a candidate’s skills, personality, and work ethic—not just what’s on their resume,” Bletsis explains. 

But technical qualifications alone don’t make a great hire when building manufacturing teams—engagement and long-term success are equally essential, and Bletsis goes one step further to ensure candidates are excited about an opportunity. “When employees feel valued and informed from the start, they’re more likely to stay, leading to stronger teams and better results for everyone,” he says.

Bletsis cites a January Manpower Global Talent Barometer report, which surveyed 12,000 workers across 16 countries, as an example.  A third of workers polled stated they were considering job changes in 2025, and while 80 % of respondents said their work had meaning and purpose, almost half experienced daily stress, and 34% lacked the resources needed to move ahead in their current position. 

According to Bletsis, too many staffing firms leave candidates unsure of what to expect from a job—but his manufacturing recruiting team refuses to let that happen. “We make sure candidates have all the details upfront. No one should be left guessing about how long their contract will last, what benefits they’ll receive, or what their future at a company might look like. Clarity makes all the difference.”

Matching Manufacturing Talent with the Right Pay Expectations

Finding the right talent for manufacturing teams isn’t just about skills—it’s also about aligning expectations, especially when it comes to pay. Bletsis emphasizes this is another area where transparency is key. “I hear from companies all the time that they get frustrated when staffing firms automatically push for the highest salary, straining their budgets. That’s not how we operate at FootBridge,” he explains. “If a client’s pay range is between $20 and $25 an hour, we work within that data point instead of trying to drive it up. Our goal is to find the right candidate at the right price, and our clients appreciate that honesty.”

But beyond fair compensation, an excellent hire is also about setting clear expectations from the start. “A job search should be an exciting new chapter—not a frustrating guessing game,” says Bletsis. “When people know what to expect, they feel more confident in their roles, valued in their work, and supported in their success.”

That commitment to transparency also delivers accurate results: Nearly 90% of FootBridge contract employees complete their assignments, far exceeding industry averages. Bletsis shares that “Many even stay with us long-term in roles like assemblers, machinists, shippers, operators, technicians, and supervisors because they trust the process and the opportunities we provide.”

True Partnerships with Clients

Full benefits, including health, dental, life, and disability insurance, after 3 months, along with 401(k) options after one year, are also invaluable to candidates. “We want our people to feel secure in their roles, knowing they’re supported beyond just a paycheck,” Bletsis explains. “That level of care makes a real difference in job satisfaction and retention.”

Smooth placements, fewer negotiation headaches, and employees who feel valued and fairly compensated— “that’s what we deliver.” One Massachusetts-based manufacturing company Bletsis spoke with was struggling with high turnover due to an inconsistent hiring process. However, after partnering with FootBridge, they adopted a more strategic, selective approach—and the results were immediate. “Rather than enduring constant turnover, they now have a dependable manufacturing team that’s fully engaged and invested in their work, and it’s the perfect example of what happens when you take the time to hire the right way,” explains Bletsis. 

Advice for Hiring Managers: The Power of Transparency When Building Manufacturing Teams

For companies looking to optimize their staffing strategies and build stronger manufacturing teams, Bletsis offers some key advice: 

  • Demand transparency from your staffing partners. A good staffing firm should clearly communicate pay rates, contract terms, and candidate expectations—no surprises, just honest, upfront conversations that build trust.
  • Seek a staffing firm that prioritizes candidate fit. Look for agencies that take the time to meet candidates, understand their skills, and assess their alignment with your company’s culture.
  • Clarify pay expectations upfront. A staffing partner should work to align salary expectations between employers and candidates to ensure a smoother hiring process.
  • Prioritize open communication. The best staffing firms prioritize honesty and open communication, which helps build trust, reduce misunderstandings, and create stronger, more reliable teams.

With a commitment to transparency, strategic candidate selection, and strong client partnerships, FootBridge continues to raise the bar in manufacturing staffing. Contact us today to see how we can help your company build a stronger, more engaged workforce.

Reaching New Heights: The Top 5 Reasons Leading Companies Turn to Staffing Firms for Project Manager Recruitment

5 Reasons Companies Turn to Staffing Firms for Project Manager Recruitment

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A Comprehensive Guide to Staffing Arrangements: How to Simplify Hiring with Contract-to-Hire, Permanent, and Contract Solutions

In today’s ever-changing and dynamic job market, employers and job seekers continually seek the best fit with various staffing arrangements that offer diverse opportunities. Among the most common arrangements are Contract-to-Hire, Permanent, and Contract positions. If you are an employer or a job seeker aiming to understand which model suits you best, this comprehensive guide is tailored for you.

Understanding Different Staffing Arrangements

When it comes to employment opportunities, there are numerous choices available, each boasting its unique advantages. For instance, permanent positions offer the reliability of a full-time job and a comprehensive benefits package funded by the employer. On the contrary, contract positions are usually shorter and linked to projects with a definite completion date. 

Employers find contract hiring appealing since they can include contractors in their project budgets, much like renting safety equipment. As the staffing agency covers the contractor’s hourly wage and benefits, there’s no need for the hiring company to involve their HR department apart from the onboarding process. Furthermore, contractors are eligible for benefits if they work at least 30 hours weekly. Meanwhile, the contract-to-hire role is a hybrid of these two options and acts as a trial period for both the employer and prospective employee to ensure that both parties are satisfied with the fit before making a long-term commitment. 

The Nuts and Bolts of Contract-to-Hire Roles

In general, contract-to-hire positions typically last three to six months, enabling employers and potential employees to evaluate each other. However, there are no definitive timelines, and a contract to hire allows employers to assess a candidate’s technical abilities, work ethic, and compatibility with the company culture before committing to them. Simultaneously, potential employees can gauge the job role, team dynamics, and organization. This “professional courtship” is crucial for both parties to determine the potential for a long-term, productive relationship. However, it’s important to note that although contract-to-hire offers the potential for a permanent role, it’s not a guaranteed outcome for the employer or the candidate, so continual evaluation is crucial throughout the contract period.

Benefits of Contract-to-Hire for Employers

Employers can transform their hiring process by considering a Contract-to-Hire arrangement, as this innovative model presents a valuable opportunity to test candidates’ suitability before offering them a permanent role and assess a potential employee’s skills and fit in the workplace. Additionally, this method can offer a cost-effective approach to hiring since the employer is only required to pay for work done during the contracted period, thereby avoiding long-term financial commitments. Contract-to-hire also allows for flexibility, enabling businesses to adapt quickly to changing needs and demands. Implementing a Contract-to-Hire strategy can be invaluable for businesses seeking to enhance their recruitment efforts.

Advantages of Contract-to-Hire for Job Seekers

Embracing a Contract-to-Hire role can be a strategic career move for job seekers as it provides a unique platform to demonstrate one’s abilities and compatibility with the company culture in a real-world setting. More than just a ‘try before you buy’ for employers, it’s a ‘try before you commit’ for prospective employees, offering an invaluable opportunity to evaluate the job role, team dynamics, and the company. Additionally, it can be a stepping stone to secure a permanent position within the organization and broaden a professional network. Ultimately this type of arrangement can prove particularly beneficial for those in the initial stages of their careers or those considering a career transition, providing a firsthand experience of the job and the company before making a long-term commitment.

Considerations Before Opting for Contract-to-Hire

Although the Contract-to-Hire model can benefit both employers and job seekers, there are important considerations that shouldn’t be overlooked. To avoid confusion, employers must maintain transparent communication and communicate the potential for a full-time role at the end of the contract period. Similarly, job seekers must carefully assess the likelihood of transitioning to a permanent position and consider their benefit needs during the contract phase, as benefits may not be as comprehensive as those provided in a permanent role. Ultimately, considering these factors is essential for determining if a Contract-to-Hire role is aligned with one’s goals and expectations.

Contract-to-Hire: A Unique Blend of Flexibility and Stability

Finally, the Contract-to-Hire role is an intriguing middle-ground option that brings the best of both worlds: the adaptability of contract roles and the certainty of permanent positions. This allows for a shared ‘trial period’ for employers and potential employees, minimizing risk and boosting the probability of a successful long-term relationship. This trial-based approach to staffing proves beneficial for those who value stability yet appreciate the flexibility to evaluate before committing. A thoughtful exploration of this unique arrangement can reveal its potential to serve as an innovative, risk-mitigating, and valuable pathway in employment.

Ready to find your perfect fit? Contact us today to learn more about our staffing solutions and how we can help connect top talent with top employers.

Partnering with Staffing Agencies: The Smarter Way to Hire Project Controls Experts

Partnering with Staffing Agencies: The Smarter Way to Hire Project Controls Experts

In today’s fast-paced and competitive business world, companies constantly strive to maximize efficiency and precision in all operations, especially when hiring project controls experts, as these professionals play a crucial role in ensuring the success of complex projects.  The demand for these professionals is also high, making it an exceptionally competitive employer market.

One of the primary challenges companies face is identifying qualified candidates who understand various project management methodologies, tools, and techniques to manage and monitor projects effectively. This level of expertise is not easily found, especially when considering each project’s specific needs and requirements. Another challenge is the time and resources required for the hiring process. Screening and interviewing candidates can be time-consuming, and companies may not always have the internal resources or expertise to assess candidates’ qualifications and skills efficiently.

Furthermore, building and maintaining partnerships with qualified project controls experts can be difficult. Establishing a network of these professionals and nurturing relationships takes time and effort. To overcome these challenges, organizations must invest in building connections, attending industry events, and staying updated on the latest trends in project controls.

Alternatively, partnering with staffing agencies for project control hiring offers many benefits for companies seeking to find the best project controls experts. One key advantage of project controls staffing partnerships is access to a vast talent pool because we have extensive networks and databases of qualified professionals with experience handling complex project requirements. We also have personal connections to many candidates, some of whom have been with us since we started in 2000, and we can tap into specialized skills and expertise that may not be readily available in your local talent pool.

Another benefit is the time and cost savings. Staffing agencies are responsible for screening and shortlisting candidates, saving companies the time and effort involved in the initial stages of the hiring process. We also expertly assess candidates’ qualifications and skills, ensuring that only the most suitable individuals are presented to the client.

Additionally, partnering with staffing agencies makes organizations more flexible in workforce management as we can quickly scale project teams up or down as needed without the constraints of traditional hiring processes.  Therefore, when choosing the right staffing agency for your project controls hiring needs, you can follow several key steps to make the best decision for your business.

1. Before starting your search for a staffing agency, clearly define your project controls hiring needs. What specific skills and qualifications are you looking for in a candidate? What are your project requirements and timelines? By clearly understanding your needs, you can better communicate them to potential staffing agencies and ensure they have the expertise to meet them.

2. Take the time to research and compare different staffing agencies that specialize in project controls hiring. Look for agencies like FootBridge with a proven track record in the field and positive client reviews. Consider industry connections, talent databases, and the candidate screening and evaluation approach. We find assessing professionalism and responsiveness to your inquiries is also essential. For instance, senior recruiter Liz Morrison says being forthright and honest is vital to a successful staffing firm relationship.

3. Seek recommendations and referrals: Contact your professional network and industry contacts for recommendations and referrals to reputable staffing agencies. Word-of-mouth referrals can often provide valuable insights and firsthand experiences with different agencies.

4. Schedule consultations: Once you have identified a few potential staffing agencies, schedule consultations to discuss your hiring needs and assess their capabilities. Ask them about their approach to candidate sourcing, screening, and evaluation. Inquire about their success rate in matching candidates to project requirements, as doing so will help you gauge their expertise and ability to meet your specific needs.

5. Evaluate partnerships: Building strong partnerships is crucial when working with a staffing agency. Consider the level of support and communication you receive during the consultation phase. Assess whether the agency understands your goals and priorities and is willing to work collaboratively to achieve them. Trust and open communication are critical to a successful partnership. Following these steps, you can confidently choose the right staffing agency for your project’s hiring needs. Remember, taking your time and thoroughly assessing each agency is vital to ensure they have the expertise and resources to meet your specific requirements. Contact us today to learn how our project controls staffing can help take your business operations to the next level. Let us handle your staffing needs while you focus on growing your business.

Cracking the Code: 7 Strategies for Attracting Top Talent in 2023

We have no problem saying it’s a competitive job market with two open jobs for every hire. However, with the right approach, you can ensure that your organization can access the best candidates in 2023 while maximizing their skills and expertise. In this blog post, we’ll discuss some key strategies for cracking the code on attracting and hiring top talent so you can give your organization the best chance of success when recruiting new employees.

1) Understanding the Current Job Market

To attract and hire top talent, it’s crucial to understand the current job market. This means keeping up with industry trends, knowing what skills are in demand, and understanding what job seekers are looking for in a company. By staying informed and adapting your hiring strategies accordingly, you can position your organization as an attractive option for top candidates and increase your chances of success in the competitive job market.

A survey conducted by CareerBuilder found that 78% of job seekers apply for positions on their mobile devices.

2) Crafting a Compelling Job Description

A well-written job description provides candidates with a clear understanding of the role and showcases your company’s culture and values. To create a compelling job description, highlight the key responsibilities and qualifications and convey the exciting opportunities and benefits of joining your organization. Be concise, engaging, and use language that resonates with your target candidates.

3) Leveraging Social Media and Online Presence

Don’t underestimate the power of social media in your hiring strategy. In today’s digital age, social media and online presence are crucial in attracting top talent. By leveraging platforms like LinkedIn, Facebook, and Twitter, you can reach a wider audience of job seekers and showcase your company’s culture and values. Share engaging content, highlight employee testimonials, and interact with potential candidates to build a strong online presence. This not only helps you attract top talent but also establishes your organization as a desirable place to work. 

4) Offering Competitive Compensation and Benefits

When attracting top talent, offering competitive compensation and benefits is a must. Job seekers are looking for organizations that value their skills and expertise and offer a package that meets their financial and personal needs. You can stand out as an employer of choice by providing a competitive salary within your industry and offering benefits such as healthcare, retirement plans, and paid time off. 

A survey conducted by Payscale found that employees who believe they are paid fairly are satisfied with their job and are less likely to leave for another opportunity.

5) Developing a Positive Company Culture

Creating a positive company culture is crucial for attracting and retaining top talent as it fosters a sense of belonging, promotes collaboration, and encourages employees to bring their best selves to work. To develop a positive company culture, focus on open communication, recognizing and rewarding employees’ contributions, providing growth opportunities, and creating a supportive and inclusive environment. 

6) Building Strong Relationships with Candidates

Building strong relationships with candidates is crucial and goes beyond the initial application and interview process. At FootBridge, our recruiters take the time to engage with candidates, ask thoughtful questions, and show genuine interest in their career goals and aspirations. Doing so creates a positive impression and establishes trust, making candidates more likely to choose your organization as their employer. 

The Society for Human Resource Management reports that companies with strong employer brands see a 50% increase in qualified applicants, and the cost per hire is reduced by up to 50% compared to those without strong employer brands.

7) Providing Opportunities for Growth and Development

One of the key factors that top talent looks for when considering a job opportunity is the potential for growth and development. By providing opportunities for employees to expand their skills, learn new things, and advance their careers, you can attract and retain top talent. This can include offering training programs, mentorship opportunities, career advancement pathways, and ongoing learning and development initiatives. When candidates see that your organization is invested in their growth and success, they will be more inclined to choose you as their employer.

Finding the right talent for your organization can be time-consuming and overwhelming. That’s where partnering with staffing companies can be a game-changer. FootBridge has a pool of pre-screened and qualified candidates to help match your job requirements and streamline the hiring process. Contact us today to learn how we can help you attract and hire top talent for your business. Your next great employee is just a phone call away!

10 Benefits of Creating a Role for the Perfect Candidate

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Staffing in the Manufacturing Industry – A Conversation with Client Business Manager Danny Richard

This week, we had the pleasure of talking with client business manager Danny Richard about staffing in the manufacturing industry. Danny has been a technical recruiter for FootBridge in the energy sector for nearly five years and has since transitioned to a manufacturing sales role. Danny explains why his unique background and experience are so important when it comes to efficiently addressing time-sensitive staffing issues within an unpredictable industry.

What does it mean to be a client business manager in the manufacturing field?

In my position, I bridge the gap between companies looking to fulfill staffing needs and customize solutions to meet their business objectives. Sometimes, clients will list a 20-item job description, but what they really need is 20 years of expertise and those “soft skills” that make all the difference—including a positive attitude, a great work history, and empathy. I am the one who takes the information provided and translates it into understandable terms.

What kind of benefits do you bring to the client relationship?

My primary responsibility is to ensure the manufacturing business’s daily operations are adequately staffed. I am also responsible for double-checking safety protocols and conducting any necessary background or drug screenings. Furthermore, I keep the client in the loop regarding deadlines and update them on openings that we are currently in the process of filling.

How do you communicate all of this to the recruitment team?

To guarantee success, we must communicate consistently with our recruiters, both verbally and via our Bullhorn database. This allows the recruiters to get a complete picture of the manufacturer’s staffing needs, including job titles, pay rates, and job duration. With our specialized experience in the manufacturing sector, which typically requires hiring multiple positions at once, our clients are reassured that we are well-equipped to meet their requirements.

What does a typical workday look like for you?

It is all about finding the most effective strategies. By the end of each day, I use my remaining time to schedule calls for the next day.

What jobs are currently in demand within the manufacturing industry?

Test and assembly technicians, material handlers, shippers and receivers, buyers, and estimators are in high demand. Our website offers a comprehensive list of available manufacturing positions.

Regarding recruiting, what traits do you look for in potential candidates for the manufacturing industry?

We look for people with great work history, strong communication skills, and the ability to remain in one position for an extended period.

Why do clients choose FootBridge for their staffing needs?

What sets us apart is that staffing for the manufacturing sector is all we do. With a long history of successfully fulfilling volume hiring needs for our clients, they know they can rely on us for the knowledge and resources needed to provide them with staffing solutions that can be implemented with minimal delay.

What is your favorite thing about working at FootBridge?

I appreciate that each day is unique, and we are a team of professionals dedicated to helping area manufacturers boost their productivity. Additionally, FootBridge is always very responsive and understands the severity of deadlines in the manufacturing industry. Manufacturing program manager Tony Blestis often goes on-site to nurture the relationships with our clients, as a missed deadline can be a huge financial blow.

At FootBridge, we continue to seek talented manufacturing professionals throughout Massachusetts. On our job search page, you will find an expansive list of job openings, from assembly technicians to customer service agents and beyond. Additionally, our resource page is packed with advice to assist you in polishing your resume and preparing for your next interview. Whether you are a company in need of quick, reliable staffing solutions or an individual searching for the ideal manufacturing position, FootBridge has the skills and resources necessary to make it happen. 

Contact Drichard@footbridgecompany.com to learn more.

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