Not in theory. In practice. When I look back today on the last few 13 years' experience<\/strong>, I have seen HR managers leave time and again for the same reasons:<\/p>\n\n\n\n 1\ufe0f\u20e3 Compliance issues<\/strong>. Bribes, bending the rules, grey areas. In my view, it\u2019s simple: I\u2019m not an idiot and I don\u2019t accept bribes. I share gifts from suppliers with my subordinates and colleagues, or put them into company raffles and the like.<\/p>\n\n\n\n 2\ufe0f\u20e3 A mess with the pay.<\/strong> Errors, inconsistencies, chaos, staff dissatisfaction. Pay is a sensitive issue, and I pay particular attention to it precisely to ensure there are no discrepancies.<\/p>\n\n\n\n 3\ufe0f\u20e3 Failure to ensure staff retention.<\/strong> And that is the factor that makes the difference most often. Because without people:<\/p>\n\n\n\n And this is exactly where the rubber meets the road.<\/p>\n\n\n\n This article wasn\u2019t written to lecture anyone. It was written because Recruiting for production isn't just about \u201efinding someone quickly\u201c<\/strong>, but that\u2019s another story to keep the business running in the long term<\/strong>.<\/p>\n\n\n\n These days, when someone says they need to recruit hundreds of people for a manufacturing role in the Czech Republic, most companies react in the same way. They call local recruitment agencies and hope they\u2019ll find \u201esome people\u201c. It looks simple on paper. But the reality of the labour market is completely different.<\/p>\n\n\n\n Unemployment has been very low for a long time. If, in such a situation, you rely solely on local recruitment agencies, you will very often end up with people who have issues with punctuality, stability, work ethic or the quality of their work. And that is precisely the kind of risk that, as a BMW supplier, we simply cannot afford.<\/p>\n\n\n\n Quality, stability and discipline are not just empty words. They are everyday requirements.<\/p>\n\n\n\n This year, we need to recruit approximately 300 production staff<\/strong>. It was clear from the outset that if we relied solely on the local market and employment agencies, we would jeopardise:<\/p>\n\n\n\n That is why we decided to take the more challenging route and extend our recruitment efforts abroad. Specifically, we decided to work with partners who specialise in recruiting staff from the Philippines and other countries.<\/p>\n\n\n\n But the key decision was a different one: we\u2019re taking on these employees directly into the core workforce<\/strong>.<\/p>\n\n\n\n This means:<\/p>\n\n\n\n It\u2019s fair to say one thing quite openly: not all agencies that bring people in from abroad are automatically fair or of a high standard.<\/p>\n\n\n\n There are many operators in the market who try to sell companies even weak or unsuitable candidates, as long as they get paid. That is why we have gone to great lengths to select suitable partners.<\/p>\n\n\n\n Over the past two years, we have met with more than 30 potential partners and agencies.<\/strong> We assessed them based on:<\/p>\n\n\n\n In the end, we chose two<\/strong>, \u2026which have a proven track record, treat people with respect and offer reasonable prices.<\/p>\n\n\n\n But even that wasn't enough for us.<\/p>\n\n\n\n I decided that we wouldn\u2019t be recruiting new staff from our offices in Europe. We sent people to the Philippines Igor Limanov<\/a> a Michal B\u00e1rt\u00edk<\/a> \u2013 representatives from production and HR, specifically our own staff from NOBO in \u010cesk\u00e9 Bud\u011bjovice.<\/p>\n\n\n\n <\/p>\n\n\n\n Colleagues Igor and Michal in Manila during the recruitment day<\/p>\n\n\n\n <\/p>\n\n\n\n These are the very people who:<\/p>\n\n\n\n It\u2019s not a case of HR \u201epicking someone\u201c and then production having to adapt. Production selects its own staff with the help and support of HR.<\/p>\n\n\n\n Based on our requirements, the agencies shortlisted candidates according to:<\/p>\n\n\n\n The first day of interviews:<\/p>\n\n\n\n Igor and Michal will be in the Philippines for around two weeks, during which time they will gradually select staff for this year\u2019s project launch, who will be coming to \u010cesk\u00e9 Bud\u011bjovice throughout the year.<\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n You can also take a very pragmatic view of recruitment \u2013 through the prism of money.<\/p>\n\n\n\n Namely:<\/p>\n\n\n\n From a long-term perspective, third-country nationals cheaper, more stable and easier to control<\/strong> an option, even if it means a greater impact on cash flow in the short term.<\/p>\n\n\n\n I often hear that agency staff are needed to ensure production flexibility. A common argument is that a company should keep 10\u201315 agency staff on hand, whom it can let go \u201eat a moment\u2019s notice\u201c.<\/p>\n\n\n\n But that\u2019s not how it works.<\/p>\n\n\n\n The typical \u201ework Monday to Thursday, have Friday off\u201c model:<\/p>\n\n\n\n The only real advantage for agency staff is the option to terminate a temporary assignment at short notice. However, with unemployment below 3 %, only a very small percentage of people will be willing to work under such conditions. And they are usually not the sort of people you want in stable production.<\/p>\n\n\n\n I\u2019ve seen this happen time and again. I don\u2019t want to name a specific factory, but the story is a universal one and will be familiar to many people in HR who have ever worked in a manufacturing plant.<\/p>\n\n\n\n That cycle goes round and round.<\/p>\n\n\n\n There is a shortage of staff in production. Clear instructions have been issued:<\/p>\n\n\n\n No discussion, no context, no perspective.<\/p>\n\n\n\n I'm phoning round:<\/p>\n\n\n\n Yes, even the sort where the owner arrives in a luxury car, a man in pointed shoes gets out, and three agency staff are pulled out of the boot. At that moment, we all know that this is not the path to stability, but the pressure to produce is enormous.<\/p>\n\n\n\n With great effort, we manage to find 10 people. They are unable to start on the same day, so:<\/p>\n\n\n\n After the first week:<\/p>\n\n\n\n The decision will be announced on Thursday:<\/p>\n\n\n\n Once again, no long-term perspective. Just a reaction to the latest figures.<\/p>\n\n\n\n On Monday morning, I arrive at work and hear:<\/p>\n\n\n\n And the whole cycle starts all over again.<\/p>\n\n\n\n Yes, I can motivate agencies. Yes, I can find people. But:<\/p>\n\n\n\n <\/p>\n\n\n\n However, if it happens every 1\u20132 months:<\/p>\n\n\n\n <\/p>\n\n\n\n And at that point, neither the greatest pressure nor any \u201emagic\u201c will help.<\/p>\n\n\n\n This story is exactly why today:<\/p>\n\n\n\n <\/p>\n\n\n\n Not because it\u2019s easier. But because it\u2019s cheaper, more stable and more sustainable<\/strong>.<\/p>\n\n\n\n Last but not least, it helps me sleep better.<\/p>\n\n\n\n And Igor and Michal can also enjoy these leisure activities:<\/p>\n\n\n\n\n
Why this article was written<\/strong><\/h3>\n\n\n\n
Why didn\u2019t we just go through local agencies?<\/strong><\/h3>\n\n\n\n
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Agencies are not automatically a guarantee of quality<\/strong><\/h3>\n\n\n\n
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First day of interviews: 220 applicants, 78 selected<\/strong><\/h3>\n\n\n\n
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<\/figure>\n\n\n\nLooking beyond the costs: simple maths<\/strong><\/h3>\n\n\n\n
An employee from the Philippines on the permanent staff<\/strong><\/h3>\n\n\n\n
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Agency worker<\/strong><\/h3>\n\n\n\n
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The myth of agency workers\u2019 flexibility<\/strong><\/h3>\n\n\n\n
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What does \u201eflexibility\u201c look like in the real world of manufacturing?<\/strong><\/h3>\n\n\n\n
1\ufe0f\u20e3 \u201eWe\u2019re short-staffed; we need people right away\u201c<\/strong><\/h3>\n\n\n\n
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2\ufe0f\u20e3 I'm calling everyone<\/strong><\/h3>\n\n\n\n
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3\ufe0f\u20e3 People are being recruited one by one and trained every day<\/strong><\/h3>\n\n\n\n
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4\ufe0f\u20e3 After a week, half will remain<\/strong><\/h3>\n\n\n\n
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5\ufe0f\u20e3 It all comes to an end on Thursday<\/strong><\/h3>\n\n\n\n
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6\ufe0f\u20e3 On Mondays, everything is different<\/strong><\/h3>\n\n\n\n
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Why this model doesn\u2019t work in the long run<\/strong><\/h3>\n\n\n\n
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