Recruiting automotive personnel in the Czech Republic is not just about posting job ads and relaxing till the candidates knock at your door. It requires a combination of workers with knowledge of production discipline, machine safety, quality control, shift management, and the speed of automobile manufacturing.
It becomes difficult when a factory needs a number of positions filled out simultaneously. In one single production round, the company could be searching at the same time for assemblers, welders, machine operators, quality inspectors, and warehouse workers.
Dynamic Staffing Services provides support to automotive employers with international recruitment based on what their plants actually require. The team assists in defining a position, finding and evaluating candidates’ skills, coordinating the necessary paperwork, and organising employee movement according to production needs.
Thus, companies looking for an automotive workforce in the Czech Republic can follow the below-mentioned plan explaining everything from forecasting to actual hiring.
Automotive Hiring Challenges in the Czech Republic
Due to the interconnectedness of the various sectors of automotive manufacturing, a shortfall in one department affects the rest of the factory.
Production units cannot be generated if there is a lack of personnel in the assembly department; there are no material handlers to supply raw materials to the automotive plant; the quality control department is overloaded and has become a bottleneck, etc.
Some of the issues that plant managers face are the following:
- Lack of skilled labour
- Competition in getting tech specialists
- Hard to cover the rotating shift
- last-minute shortages
- Lack of skills among the applicants
- Too much overtime
- Employees quitting immediately after joining
- Long period of time needed for the interview of tech specialists
- Time-consuming paperwork for foreign workers
- Need to meet deadlines for each production
- Another issue is the definition of the roles.
Being too broad, the term “automotive operator” cannot bring enough benefits to the recruiting process. Operating the press requires different experience than operating CNC machines. Using hand tools is not the same as operating robots. Thus, hiring should be based upon defining the job.
Why Automotive Businesses Need a Planned Workforce
Automotive manufacturing works based on production volumes, shifts, deadlines, etc. Thus, workforce planning should be adequately done.
Effective recruitment takes place when:
- Production capacity is increased
- New model goes into production
- A new shift is added
- Supplier signs a new contract
- Some machinery is added to the facility
- Existing employees quit
- Seasonal peak has appeared
- Overtime hours have become too high
- A new department is created
- Delivery deadlines are strict
Waiting until vacancies create problems for production is definitely not a good thing.
Workforce forecasting is a better alternative where executives of the plants can determine which departments or sectors have shortages, how many people are needed, and when they should join the company.
Thus, International recruitment should be treated as a part of production planning rather than a forced reaction to the crisis.
Step 1: Clearly Outline Automotive Jobs
Before the recruitment process can start, job descriptions must first be prepared.
Employers should provide:
- Specific Job Title
- Number of Employees
- Main Job Responsibilities
- Qualifications Required
- Tools and Machines Used
- Type of Parts Being Produced
- Work Shift
- Quality Responsibility
- Safety Requirements
- Salary and Benefits
- Living Arrangements
- Transportation
- Expected Start Date
With this information, matching candidates will be easier.
For example, if an employer needs welders, it is important to specify in what process these welders are going to be working (MIG/MAG, TIG, Spot, or Robotic Welding). The information about machine operators should include the particular machines that they are expected to handle.
Innovative descriptions simplify the understanding of the process.
Step 2: Determine Which Positions Need Skills Assessment
Not every automotive position requires the same assessment.
Production helpers and packers usually need only experience screening, while technical positions require more serious proof of candidates’ skills.
Dynamic Staffing Services provides recruitment services for:
- Automotive assemblers
- Production operators
- CNC operators
- CNC setters
- Press operators
- Stamping machine operators
- Injection moulding machine operators
- MIG welders
- TIG welders
- Spot welders
- Fabricators
- Quality inspectors
- Measuring technicians
- Forklift operators
- Material handlers
- Warehouse workers
- Line feeders
- Maintenance workers
Each position requires a unique assessment standard.
For example, a CNC operator is assessed according to the understanding of machines, drawings, and measurements, while a welder is tested based on the required process and the type of material used. The assessment of a forklift operator includes equipment operation and safe movement.
This approach results in intelligent analysis of candidates during the selection process.
Step 3: Find the Right Candidate Pool
The number of candidates must be higher than the number of employees needed. When a manufacturer needs 100 labourers, recruiting just 100 candidates may generate some problems. Some applicants may be rejected during the hiring process, some may not pass tests, and some others may withdraw from the application process altogether. A good recruiting strategy makes sure that there are always a sufficient number of candidates at different stages of recruitment.
Recruiting and screening of applicants.
Dynamic Staffing Services operates its recruiting network and uses different ways to find candidates that possess the required experience in the industry. The initial stage of hiring includes the following:
- Experience in the automotive industry
- Experience in the field of manufacturing generally
- The list of machinery the applicant used
- Responsibilities the person had in the production process
- Experience in different shifts
- Knowledge of safety requirements
- Experience in maintaining quality of products
- Work history
- Passport situation
- Documents confirming the person’s ability to work abroad.
Candidates learn about the most important conditions of employment before proceeding to the next stage of the hiring process.
Dynamic Staffing Services recruits reserve candidates for the earliest welding tests. The welding test could include:
- Preparation of the joint
- Connection of machines
- Welding position
- Quality of the weld
- Detection of defects
- Safety protocols
- Machine Tests
- The machine operators are tested for:
- Knowledge of the control board
- Machine parts
- Understanding of technical drawings
- Basic settings
- Measuring
- Product checking
- Safety protocols
- Assembly Work
- The assembler gets performance checked for:
- Coordination
- Precision
- Tool usage
- Following directions
- Working speed
- Quality control
Participation in these assessments can be through physical presence, remote watching or using special checklists approved by the technical staff.
Practical testing usually makes the final interview more valuable because, when meeting the applicants, the supervisors already know their success or failure in the preliminary test.
Step 5: Choose Candidates Based on Requirements
The best candidate would not necessarily be the one with the most experience. The company’s management has to compare the applicants with the actual working conditions of their respective plants.
Some important questions when choosing candidates include:
- Was the candidate using the same kind of equipment?
- Has the candidate been working on shifts?
- Is the candidate aware of the principles of quality control?
- Is the person comfortable with repeated production tasks?
- Does the employer follow safety requirements?
- Is the person aware of the moving plans?
- Does the person have the experience necessary for doing the job?
The hiring company has to make the final decision based on the information obtained from the profiles of candidates, results of the testing, and interview data. The selection must include backup workers as well. The "reserve" allows for a greater degree of flexibility when some candidates are sick or experience other difficulties.
Step 6: Ensure Compliance and Documentation Requirements
When hiring somebody from another country, it is important to remember that there are different procedures connected with employment and immigration processes. Dynamic Staffing Services provides documentation assistance:
- Looking over passports
- Collecting information about the experience of candidates
- Checking qualifications
- Making arrangements for medical checks
- Following through on all employment documents
- Translating all necessary documents
- Creating folders with information about the candidates
- Monitoring statuses
- Checking travel documents
Requirements that exist for employees from the Czech Republic depend on the nationality, type of job and the employment conditions.
The process involving government departments of Croatia has to be approved in advance. Thus, employers should know the details about the process before starting hiring.
Step 7: Develop Plan for Workers’ Arrival
Receiving workers has to coincide with the capacity of the company. Receiving too many employees at once could overload different departments during induction.
Many companies in the automotive industry prefer the gradual arrival of workers divided into batches. For example:
Batch 1: Managers And Skilled Workers
Batch 2: Production And Assembly Workers
Batch 3: Warehouse Workers And Personnel
The plants can also send up people according to the departments they belong to or the shifts they will be working.
Workers who are going to the company get information about the process to avoid problems during the first day of work.
Why Choose Dynamic Staffing Services
Dynamic Staffing Services has four decades and eight years of experience in overseas recruitment.
Our infrastructure comprises twenty-four offices and more than ten trade-test centres. We assist employers across automobile production, engineering and other technologies. Our services include:
- Manpower requirement evaluation
- Candidate sourcing
- Role-based selection
- Practical tests
- Interviews by the employer
- Alerting regarding medicals
- Documentation
- Conversations with candidates
- Predeparture planning
- Travel
- Sending out people in stages
The gist is to recruit the right workforce meeting the education plan of the business, not just delivering masses of CVs
Contact Dynamic Staffing Services
If you are looking to hire automotive staff in the Czech Republic, start with a clear workforce plan instead of waiting for vacancies to affect production.
Dynamic Staffing Services supports employers from the first manpower brief through screening, assessment, documentation and final mobilisation.
Share your required roles, worker numbers, production duties and target joining dates with our team. We will prepare a recruitment approach suited to your automotive operation.
Contact clientservices@dss-hr.com to discuss your workforce requirement with us today!
