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# How Manufacturing Teams Use 100Hires

# How Manufacturing Teams Use 100Hires

## Who this is for

Manufacturing teams hiring operators, assemblers, technicians, maintenance staff, supervisors, and quality roles.

## What makes this hiring workflow different

- Shift, location, and certification requirements must be clear
- High-volume roles need fast screening
- Hiring managers need consistent handoff from recruiters

## Recommended 100Hires setup

### Profile Fields

Capture shift preference, equipment experience, certifications, work authorization, and start date.

![Profile Fields](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Disqualify candidates who cannot work the required shift or meet must-have requirements.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Bulk actions

Move or message groups after screening by shift, location, or score.

![Bulk actions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-bulk-actions-1_vasrfc.png)

### Workflow automations

Assign tasks, send candidate emails, or notify teammates when candidates reach key stages.

![Workflow automations](https://100hires.com/wp-content/uploads/2026/05/recruitment-automation-add-automation-dropdown-zoom-hero.png)

## Suggested workflow

Applied -> Shift screen -> Recruiter call -> Supervisor review -> Plant interview -> Offer -> Start date confirmed

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.