Nucleus have a deep and long insight in to the precision engineering industry, we have interacted with 1000s of people in the industry in the last 8 years, helping hundreds machining company’s find the right people so they can grow, and 100s more Business progress. Companies Contents ► The InterviewExperience ► Thebestwaytomakeajob offer Making anOffer ► Covering the Counteroffer ► Attracting the top 10% or the KeyPillars Inductions ► If you're considering payingRecruiter, use a Recruiter ► The Importance of exitInterviews

1. NUCLEUS
PRECISION CONSULTANTS

2. Nucleus Precision Consultants 2
Introduction
Nucleus have a deep and long insight in to the precision engineering industry, we have
interacted with 1000s of people in the industry in the last 8 years, helping hundreds machining
company’s find the right people so they can grow, and 100s more Business progress.
Companies Contents
► The Interview Experience
► The best way to make a job offer Making an Offer
► Covering the Counteroffer
► Attracting the top 10% or the KeyPillars Inductions
► If you're considering payingRecruiter, use a Recruiter
► The Importance of exitInterviews

3. Nucleus Precision Consultants 3
The interview experience
In this competitive employment market, finding the right people, or best performers on the market
for your machine shop has probably always been a challenge for you, when you interview a great
candidate they may have had several interviews or offers which you need to compete with, some of
our most successful clients who manage to get the highest percentage of offers accepted, we have
worked with, they have found the small things matter and perform a presentation interview, the
candidate interview experience can really help you stand out from the rest.
its not always about the money,
Do the simple things even if its busy, make sure you have no distractions, give them a sense of
importance, the small things matter, offer them a coffee or a drink.
The interview should be led by the person who can really sell your business best, a person who
convey all the unique selling points of your company articulately, don’t rely on any staff to lead the
interview and to paint the overall impression
Who’s Interviewing – can everyone who is performing the interview with you sell your business, the
benefits of working for your firm and honestly convey the message of why they should work you’re
your business?
Shoe then or introduce them to the examples of the people who have progressed and developed in
your business, so they can see a progressive future with your company.

4. Nucleus Precision Consultants 4
Job offer
The best way to make a job offer
In this competitive employment market, finding the right people, or best performers on the market for
your Business has probably always been a challenge for you.
Some of our most successful clients who manage to get the highest percentage of offers accepted have
found although speed can play a part, its how the formal offer is conveyed that can work best.
How do you convey your offer, do you say it there and then after the interview, do you send an email
directly or do you use a recruiter?
In the day of email, text, most companies can shell out a job offer in seconds, a written offer letter,
posted with signed delivery can make all the difference in conveying to the candidate you don’t just
whip out offers on an email, you take the time to make a professional decision and present the offer
formally, so they feel valued and important.
This will make your offer stand out from the rest and can make all the difference.

5. Nucleus Precision Consultants 5
Counter offers are becoming far more common, you may experienced this a few times over the years,
you make a candidate an offer, there happy and ready to start, and raring to go, then suddenly they
withdraw as their current employer counter offers them, their loyalty can take over the rational in the
decision, so the best way to try and mitigate this is to cover it at interview stage and offer stage.
A good recruiter will hold these conversations with your candidate and advise them of the numerous
reasons it’s a bad idea to accept a counter offer, if you planning on making the candidate an offer you
should also try and bring it up to the candidate towards the end of 2nd stage interview.
And ask the question, For example mr candidate, you have been with your current employer a long time
and have some great experience and skills, im sure they wont want to let go and may offer you
something silly to stay, how would you respond to this mr candidate?
This way you can measure the candidates deeper motives and commitment, or perhaps how sold and
committed they are on your firm, and should a counter offer occur your better positioned to respond
and swing things it back round to what you have to offer ad why accepting a counter offer won’t benefit
them in the long term.
We have some hard stats on why not to accept counter offers that you can us in interviews, let us know
if you want us to send them over.
Covering the counterOffer
Attracting the top 10% or key pillars
Attracting the top 10% and the people that can really take your business to the next level is a real
challenge, especially if you are still trying to develop your company’s Business infrastructure and key
client base.
Some mid-level management or top machinists that have backgrounds working for some of the largest
leading engineering companies in the UK, that we have worked and successfully placed over the year,
can commonly crave a new challenge, they want to be part of something they that can challenge them in
other areas and that they can see grow, they know that have the value and knowledge to bring to a
smaller business, and be part of something more meaningful and crusading.
If you have ambitious plans and a clear vision and can convey this in the right way, you can play this to
your advantage and get the best most experienced people to work in your Business .

6. Nucleus Precision Consultants 6
You find them man for the Job and he left 2 weeks in, Bemused, sometimes you can lose a great
machinist in a couple of weeks and the only thing that went wrong was, when the candidate
commenced, everyone’s busy or distracted, which is great the company is moving forward, but your new
candidate is lost and unattended, several other companies are still contacting him to see how its going
or if he wants to go and work for them, they gave him the attention and now he’s gone.
Some of the most successful companies we work with that strongly manage to retain new staff
members and avoid drop offs, have an appointed person induct them for at least the first month, going
though companies policy’s handbooks, introducing them to other people in the business and sit down
and have a coffee or meeting with them every week until they settle in and feel part of the company.
Ensuring someone in your business holds an induction, someone that represents your firms ethos well,
and can tell the stories of your company’s previous challenges and achievements is best suited, a person
who knows the history and where the company is going can help make all the difference in retaining a
new member of staff.
Induction Meetings Pre-Weekly Settlement
Meetings with new starters
Game Changer Show you care

7. Nucleus Precision Consultants 7
You contact a recruiter, then you contact 3 others, then you start getting CV,s then more of the same
CV’s, then more duplicates, you wanted a Miller but they are sending you turners, there sending you
someone who wants night shifts and your role is days, you want someone who can programme Fanuc
and there sending you someone who programmes Mazak.
This scenario can get frustrating, the notion of most businesses is contact lots of recruiters you get
more CV’s, when the reality is you get more problems.
The recruiters can be sending you everyone who is on the market, not necessarily the best person
aligned to work on your machine, not the person with the best aligned motivations to work for your
company long term, so they end up leaving 6 months down the line.
You finally find that person and pay a fee to whichever recruiter managed to fill it, then they machinist
leaves after 6 months, or hes just not happy working those machines etc.
Use a recruiter and get your moneys worth, if you work with only one good recruiter that understands
your business you both layout expectations and an exchange of commitments, you will increase the
accuracy of the skills sent to you, the candidates are interviewed far more thoroughly to ensure there
motives align long term with your business, avoiding fall outs later on, a good recruiter working solely
for you and representing you can spend more time, marketing your role, and running deeper and
broader searches in a shorter time frame than 3 recruiters competing to fill a “JOB”
Using 1 recruiter to aid your growth Succession Plans – USE 1 Recruiter to Develop a pool of talent for
the future, Use one recruiter to brand your business as a geat employer and generating a mid to long
term pipeline of people that could take your business to the next level
Get your moneys worth use 1 good recruiter
If you’re going to consider paying a recruiter –
get your money’s worth - Use A Recruiter

8. Nucleus Precision Consultants 8
Do you have exit interviews, if not you could be losing out on improving staff retention levels
Ask these questions before a candidate fully departs
Why did you decide to leave?
Were you unhappy with your pay/manager/role?
What could we have done to make you stay?
What would you have changed about your job?
What does your new job offer that we can’t?
Answers to these questions can all reveal important information about your workplace and
organisational culture. If leavers consistently complain they don’t have the tools required to do their job,
for example, you can change that — and improve staff retention as a result.
They can enhance your culture and performance
Exit interviews appear to be focused on staff who are leaving — but really, that’s a matter of
perspective. Exit interviews (especially anonymous ones) are also a great opportunity to gather insights
about your company. Exit interviewees are arguably more impartial too… because they no longer have
to stay in your good books!
The Importance of exit Interviews –
Reveal the patterns of why staff leave
Ask open-ended questions about life at your company, such as:
How would you describe our organisational culture?
Did your job and the company deliver what we promised when we hired you?
What could the company do to improve?
What did you like most about your job?
In the long term the more positive the departure with your leavers, the more positive the stories of
working for your company can be and perhaps within your employment competitions businesses, which
may have the next person your business needs at some point.