1. Broaden the Definition of “Qualified” The Problem: Too Narrow a Lens A heavy reliance on resumes and previous job titles is shrinking your access to viable candidates. Many of today’s most promising workers don’t come from manufacturing backgrounds but have transferable skills that go unnoticed. Think of fast-food employees with pace, compliance experience, and teamwork. Or warehouse workers from smaller firms with proven physical stamina and accuracy. These are often overlooked because they don’t check the “right boxes.” What to Do Instead ● Use structured skill assessments to identify aptitude ● Include scenario-based interview questions ● Accept lateral experience from adjacent sectors ● Train your recruiters to spot skill proxies, not just keywords Real-World Fix: The GATE Program identifies potential from underutilized labor pools by assessing hands-on skills like visual inspection, SOP following, and reliability regardless of prior job title. This widens your top-of-funnel without sacrificing quality.