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Talent acquisition and food safety culture

Bob Pudlock Engineering Recruiter in Florida Food Safety Culture and Talent Acquisition

I wrote an article a couple years back that I’ve revisited about talent acquisition and food safety culture.

It’s on LinkedIn – A strong food safety culture starts with your next hire.

To summarize,  it’s about a crucial, often overlooked aspect of building successful teams.

It’s not the inherent talent or the impressive backgrounds that count most, but the attitude and willingness to learn.

This principle holds true across various fields, from music to sports, and is especially pertinent in the realm of food and beverage manufacturing when it comes to embedding a strong food safety culture.

In sports, you have average athletes who, through sheer determination and coachability, outperform those with natural gifts.

It’s a familiar story – the underdog who relentlessly practices, takes coaching to heart, and grasps every lesson becomes the star, while the naturally talented athlete who rests on their laurels falls behind.

That’s why I’m passionate about the message in my article; as a food manufacturing recruiter and food safety recruiter who works with executive teams and food safety leaders to help them identify, assess and capture top talent, I’m in a unique position to help drive a company’s food safety culture, even as an outsider.

It’s a call to action for food and beverage manufacturing leaders to find strategic alignment between talent acquisition and food safety culture.

Directors and Vice Presidents and Chief Food Safety and Quality Assurance Officers are not the only ones responsible for creating a strong food safety culture.

It’s also Talent Acquisition, who works with each department to make sure their job descriptions and ideal candidate profiles are aligned.

It’s the job of others in the C-Suite – to support and defend food safety leadership, as well as the Food Safety Technicians and Internal Food Safety Auditors who rarely have friends on the production floor.

The bigger point of the food safety article is about how and to whom budgets are allocated when it comes to achieving lower cost of quality initiatives.

If you’re spending hundreds of thousands of dollars training untrainable and chronically non-compliant employees, you’re spending money on the wrong end of the problem.

Why not identify the attributes of compliant and trainable employees and hire to THAT standard, even if the employees miss out on other “must have” criteria?

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