Archives : Manufacturing

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    AI in Toy Manufacturing

    AI has conquered everything now, including many homes with kids. It has made it into the world of toys, making play time more interactive and more interesting. Here are two AI toys to check out:

    1. Cozmo. Released October 17, 2018, Cozmo is the newest toy from Anki—a new startup from San Francisco. It is a fun attempt at bringing expanding AI and robotics to consumers. Other companies concentrate on using AI and robots for government, advanced computing, and defense. Anki believes that AI toys will establish a stronghold in consumer homes. Smart toys such as Cozmo will proliferate from 8 Million to about 421 Million by the year 2020.

    Though there have been toy companies such as Hasbro and Mattel that have been making high-tech Furby and Barbie toys, Cozmo is very different. It is a smart toy that interacts with objects and people. This connection allows Cozmo’s software to learn. The moment it is activated, Cozmo’s sensors and cameras enable it to recognize several people and avoid accidents such as bumps and falls. According to Anki, by December, Cozmo will be recognizing new words and pets. Anki’s president, Hanns Tappeiner, says that input triggers will always impact Cozmo’s advanced behavior.

    1. Smartibot. This is a DIY, educational toy for children and adults who are interested in robotics. Makers at The Crafty Robot say that Smartibot is the first AI robot made of cardboard. The AI in this toy can detect objects in real time. It can recognize vehicles, people, and pets, then follow them automatically.

    This AI toy has two variants—a unicorn and a tea-bot. The unicorn has a cardboard horn and the tea-bot has cup holders, enabling it to deliver drinks. You can attach its parts to an object such as a potato or a toy car and turn it into a personal robot.

    These two AI toys prove that robots can truly capture and stimulate anyone’s imagination. Robots, combined with various personalities, can make technology more appealing and relatable. They can truly be part of the lives of children as they grow up.

    If you’re looking for the right manufacturing team, you have to start with the right recruiting team. Let WH Meanor put our experience to work for you.  Register now for a free ten minute assessment of your search efforts by clicking the link

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    Machine Learning, Data Science and Automation

    Automation is taking over our lives and our future. Many things we do before, such as going to the bank to withdraw money or leaving the house to pay bills, are now almost laughable. People who have embraced automation do not even have to leave the spot they’re in to do these things. With a click or a tap, groceries arrive at the door and bill payments go through.

    Experts perceive two possible futures in which automation changes everything. One involves more, better jobs after losing their old ones. The other involves robots taking over industries and taking away the jobs of people. These two possible scenarios are only possible because of the fact that automation is now an essential part of our daily lives.
    Automation happens in data science and in machine learning.
    Data Science Automation

    Years ago, the extraction of information from large data sets is expensive. The company must build a data infrastructure that could cater to the needs of the data scientists. Highly skilled and specialized people should also be there to operate the tools. Presently, this usually doesn’t happen anymore. Because of automation in data science, cloud-based platforms make it much easier to maintain and develop large data infrastructures.
    Data science has three main parts:

    1. Modeling
    2. Data processing
    3. Deployment
    Data processing is the most time consuming step. Modeling is more of a repetitive process. Deployment depends on the situation. The data scientist must try various algorithms until he or she reaches an optimal one. To come up with a more efficient process, innovative platforms were created.
    These platforms make the following possible:

    • They automate majority of the data processing
    • They make overseeing developed data models and parameters easier
    • They launch models and algorithms into production effortlessly
    This automation doesn’t mean that the data scientists will all lose their jobs. They are still essential in building and interpreting models. The skills these experts have are difficult to find and expensive to acquire. When companies try o build projects on advanced analytics, the biggest challenge is hiring highly skilled data scientists.
    Automated Machine Learning

    This unending need for such professionals has prompted many companies to integrate automated machine learning into their data platforms. Because of this, there is only minimal intervention in entering data and getting resulting collection models.

    Automated machine learning systems make it possible for predictive analytics open to a larger audience. These are powerful, helpful tools to help non-technical workers to solve simple problems on prediction.

    Many tools have been created to automate the parts of data science workflow. Even so, the work of a data scientist cannot be fully automated. Automated data science and machine learning could never replace a data scientist’s ability to:
    • Think of a means to create a solution
    • Understand a company problem
    • Listen to clients

    Automation can help tool sets that non-technical people can use in working on analytical projects and presenting them to their clients.

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    The sports industry always takes notice of how athletes are improving by means of strength, stamina, and speed. The just keep breaking records year after year. The dramatic improvements in athletes are brought about by the advancements in technology in the areas of nutrition, training, sports equipment, and supplementation.

    To help these athletes perform even better, athletic clothes are designed thoughtfully. Special fabrics have been developed to suit every need of every athlete in various fields of sports.

    It doesn’t matter what the purpose is, whether it’s muscular support, intense cushioning of the soles, or dispersing heat from the body and clothes to the environment, specialized fabrics help significantly.

    When it comes to looking good while sweating it out, women do not hold the monopoly.

    Men also like to be seen while working out and they want to be seen looking good. Of course, these special fabrics could also be helping them perform better aside from contributing to aesthetics.

    Exceptional Fabric, Intense Performance

    Stepping in sportswear stores present myriad possibilities for those who want to explore their athletic side. Every sports accessory and apparel have a designated purpose.

    The giant bands in sportswear understand the needs of their customers. That is why they tirelessly come up with the latest sportswear.

    Cool and Effective

    Under Armour brought about “CoolSwitch” so that athletes can eliminate heat and cool their bodies as they perform. The company applies its technology to their fabrics, together with other components to absorb moisture a more quickly.

    The company also came up with the “Streaker” technology, which has low moisture absorption. It is also a polyester fabric that’s fast drying and doesn’t shrink. It may be polyester, but the fabric provides the comfort of cotton.

    Battling the Cold

    The North Face’s “Flashdry” technology assures comfort and dryness. The technology involves the incorporation of fabric into another fabric so the component does not wash out. It delivers the moisture to the fabric’s external layer, enhancing evaporation, maintaining comfort and dryness as the athlete performs.

    The renowned company also showcases its “FuseForm” technology, which involves the combination of Polyester and Nylon, ensuring more care and amenity. The resulting fabric is lightweight, seamless, breathable, and waterproof, perfect for climbing, mountaineering, and other outdoor activities. New methods in manufacturing and changing the way that we dress as well as the way that we perform.

    Both men and women are now searching for sportswear that could make them look great and perform better at the same time. It is about time you put those plain black or white shirts away, don’t you think?

    If you’re looking for the right manufacturing team, you have to start with the right recruiting team. Let WH Meanor put our experience to work for you.   Register now for a free ten minute assessment of your search efforts by clicking the link  Or visit us at and check out our industry articles, webinars, videos and jobs!

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    New Manufacturing Techniques and New Materials Make for a Greener Experience for Soft Drink Lovers.


    Coca Cola has come up with an environment-friendly bottle made of organic plant materials. The company revealed it at the Expo Milano Food Technology Conference. The Coke bottle is still made of plastic, but it is plastic produced from sugar cane (from Brazil) and sugar cane waste products (from India). They are not made from petroleum.

    This organic Coke bottle shows the Coca Cola Company’s real endeavors to create soda containers from sustainable materials. This is the first bottle to be completely manufactured from 100% sugar cane plastic. Coca Cola also wants to convert fruit bark, stems, and peels into plastic.  They are definitely doing their best to manufacture products using renewable alternative materials from plants.


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    New Manufacturing Tech makes Innovative sneaker design

    When consumers choose sneakers, they are always after comfort and performance. Thanks to the continuous innovations in sneaker design, consumers can get more out of their sports endeavors. Here are some of the newest happenings in manufacturing the sneakers that you need:

    1. Customized tailoring. Through 3D printing, sneaker manufacturers can create more comfortable shoes that fit the needs of their clients. A customer goes through laser foot scanning while walking on a treadmill for 30 minutes. The information collected helps construct the customized sole. After just two hours, the manufacturers insert the soles into the shoe design the individual customer has already pre-selected.
    2. Advanced fabrics. Examples of such highly technological sneaker fabrics are Flyknit (Nike), Primeknit (Adidas), Ultraknit (Reebok), and Evoknit (Puma). Fabric machines are programmed to produce firmer, thin, thicker, or stretchy fabrics, depending on the client’s needs.
    3. Smart sneakers. There are also sneaker manufacturers customize their shoes by adding sensors. The shoes have to be connected to an app that would gather the data that would track the client’s progress. This is made possible by microchips embedded in the sneakers.
    Choosing the right sports shoes is not limited to what the stores have on their shelves. Discerning customers can now walk out with the shoes based on their needs.

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    Though the logistics and manufacturing fields have long been established yet finding the right people to work in them is always a challenge. That is why manufacturing recruiters are in high demand. Corporations want the knowledgeable and experienced people to work for them so that they could materialize their goals much faster.

    Below are some of the collected expert tips in recruiting and keeping the top talents in the manufacturing and logistics industries:

    1. Use social media. If you want to make your audience larger in hopes of catching the attention of the talent your company needs, there is no other better way than to use social media. Younger people and the millennials are prolific users of social media platforms such as Google+, LinkedIn, Facebook, and Twitter. If you increase your visibility online and engage with more potential candidates, you could very well communicate with your talents in a more familiar manner.
    2. Give referral bonuses. Your present employees can help search for the manufacturing employee you need. Provide them with incentives every time they share the job postings with their family and friends, they deem qualified for the position.
    3. Make time to go to where the potential employees are. Attend school gatherings, conferences, and community events and see if any participant can fill the position you. There are always exceptional people who are just waiting for the right opportunity and the right company.
    4. Be clear about the job posting. The potential employee should know exactly what you are looking for. Avoid being too technical. Instead, search for the right kind of person you want to work with. The new employee should be a hard worker and should be able to get along with you and the other employees.

    Millennials are the target of the manufacturing industry. They bring new energy to any position available to them. Companies like yours should know how to draw them in, recruit them, and keep them. This is the only way for any manufacturing company to grow and move towards a brighter future.

    James Kemper is the president of W. H. Meanor & Associates, an executive placement & training company specializing in engineering & manufacturing careers.  Register to receive regular blog posts and industry specific articles at: or visit at

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    Finding the Right Manufacturing Employees


    Manufacturing companies need to continue hiring fresh talent because whether they like it or not, people mature, lives change, and policies transform. Here are some of the common factors that push the recruitment efforts of companies in the manufacturing industry:


    • Approved provincial or federal grants that support the development of the economy
    • Retirements that lead to the loss of experienced, knowledgeable, and skilled staff
    • The mandate to meet company requirements in establishing new employment contracts
    • Plans to expand the company
    • The need to have advanced sets of skills to remain competitive

    This is where manufacturing recruiters step in. Employers seek the help of these professionals in locating and employing talents efficiently and swiftly. Only a handful of employers could spend time an extensive amount of time and money to perform an in-depth search for the right candidates. These companies need the people who could learn quickly and stay permanently.

    That is why experiences manufacturing recruiters are in demand. They are people who spend lots of time and effort in acquiring talent. Without these recruiters, employers could end up making poor decisions and hire people not suitable for a specific job.

    Here’s how manufacturing recruiters provide the companies with the great talent they need:

    • They have access to updated networks of viable candidates. Because these recruiters can review various portfolios and resumes, they can pinpoint fitting candidates immediately. They do not need to guess who could be a good replacement for the employee, who just resigned or retired. This cuts down the time needed to contact the candidates for assessment tests or interviews.
    • They are efficient. Because searching for the perfect fit is what they do, manufacturing recruiters can concentrate all their resources and time in performing reference checks and screening.
    • They understand the requirements of the job. These professionals know what every manufacturer requires for the position available. Because of their knowledge of the job concerned, they know which candidates could fill the position beautifully. They could very well find contract, permanent, and temporary employees for any company.
    • They hasten the hiring. Usually, companies want to find the right person in the shortest time possible. Manufacturing recruiters know which candidate they should call in for that interview or contract signing.

    Each company in the manufacturing industry has the vision to grow with capable and perseverant employees. With the help of manufacturing recruiters, this is highly possible, paving a way for the forward movement and foreseen growth of every company.

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    How to Recruit the Best Job Candidates

    An independent recruiter, recruiting agency or executive search firm is charged with tracking down excellent potential candidates for available job positions. Despite the fact that there are innumerable people seeking positions of employment in the 21st century, it often seems to a typical recruiting agency that qualified men and women are few and far between.

    Here are six easy tips that recruiting services, staffing firms, or executive search firms should keep in mind when on the hunt for outstanding potential job candidates in the 21st century.

    These tips are equally applicable to companies undertaking their own search without the help of recruiting agency services. Indeed, the headaches associated with finding qualified personnel is magnified for a company undertaking its own recruitment efforts.

    1. Post an Ad on an Industry-specific Job Board. Oftentimes, a recruiter will take a scattershot approach to finding candidates that are worthy of consideration for an available position. They broadcast far and wide the fact that a certain position is open and available, in big city newspapers and on major Internet job boards.

    If a recruiting agency were more thoughtful about its recruitment efforts, it would realize the benefits of positing an announcement of an available position on an industry-specific Internet job board. By posting in a selective and admittedly limited manner, recruiters and staffing firms would be reaching out precisely to the pool of people most likely to be qualified for an open position.


    2. Use Recruiters that Specialize in a Given Field. As with advertising, choosing an effective recruiter might be just a matter of targeting, particularly for a managerial or executive position. These positions can be very hard for in-house personnel directors and human resource managers. While these people do have responsibility for hiring, the search for a new employee with skills beyond the norm for their company can best be targeted by a professional executive head hunter.

    The same can be said for specialized fields, such as accounting or information systems. In-house human resources staff might know all about pharmaceutical skill-sets required for a multitude of research and administration positions, but they might rarely have to deal with hiring staff to track money or to keep the computers functioning. That’s when recruiting agency services specializing in IT or in accounting can come in handy.

    3. Develop an In-House Referral Program. In many instances, exiting staff members can help speed up the search for quality job candidates. Employees often have contacts elsewhere within the industry, some of which may be looking for a change of employment.

    By cultivating this internal resource, a personnel director can develop a wealth of ready information about prospective employees who might well serve the organization as valued employees.

    4. Search Resumes Posted on Job Boards. In addition to advertising on an industry specific job board, a diligent personnel director or recruiting agency will want to take the time to search and consider resumes that have been posted on job boards.

    Often, a person pounding the pavement looking for employment may not have the time to take in and review all of the various available positions that have been posted on a every job board. This is even more true if a given prospect is a highly sought-after candidate, who might be still busy in a current position of responsibility.

    5 .Use a Directory of Recruiters. Because there are so many different type of recruiters in business in the 21st century it can often be difficult for in-house human resources staff to pinpoint the recruiter that will be best able to meet the needs of a given employee recruitment campaign.

    By using a professional directory, in-house human resources staff will be able to identify the most appropriate resources for their company and for the recruiting task at hand. Even staffing firms can benefit from such a recruiters directory to seek help in a specialized field they don’t often work with.

    6. Don’t Rush the Process. Finally, while it is an overused saying, “Rome wasn’t built in a day.” In the same vein, 99 times out of 100 there is no need to rush the process of seeking, identifying and hiring a new employee, particularly an executive level employee.

    A personnel director should take his or her time to identify, screen, interview and hire the best candidate. Throughout this process, a human resources manager or specialist will rely on the services and support tools identified in this article.

    By using these tips, in the long run the best possible candidate for a given position will end up being hired, and the company will benefit from the best possible employees.

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    Bulletproofing Your Career

    In the not-too-distant past, ascending the corporate ladder assured management professionals of a bigger office, a stronger compensation package and a more secure future. But today, executives are being told: Don’t get too comfortable in that corner office, and don’t buy that fancy new car or boat you’ve always dreamed of – because your job is just as vulnerable as everyone else’s. Evidence suggests that the higher up the ladder you go, the more precarious your position may become! The attitude toward executives and the roles they play within companies have drastically changed in recent years. I’ve seen executives who have been with the same company for 20 or more years. They’ve worked their way up the corporate ladder and felt that they had proven their value – then they were unceremoniously dismissed from their positions as if they had just been hired as an entry-level worker. As a Career Consultant, it’s my job to re-instill the client’s confidence, identify his or her strengths, and “re-package” that individual for the current job market. But, to navigate effectively through the career transition process and ultimately make your career bulletproof, you must first be informed about what’s really going on in the work-world. I see several important trends taking place with regard to executive-level job stability and security, including:


    Job Market Trend 1:

    More and more positions, even at senior levels, are now being offered on a contract or temporary basis. The position, in these cases, lasts only as long as is needed to fulfill the employer’s contract with their client. This requires job seekers to think differently – more like an independent consultant who works on assignment – rather than as a permanent employee. In many business sectors and industries, it could be said that the “permanent, full-time job” no longer exists as we knew it. This trend also puts the responsibility on the part of the executive to consistently promote and market himself or herself for the next opportunity – and the one after that!

    Job Market Trend 2:

    Companies are still very cautious and careful about making any hiring decisions of high-paying, senior management positions. Executives seeking such jobs must now “sell themselves” more than in the past. They need to demonstrate just how they will enhance the company’s productivity, efficiency and profitability – or they probably won’t get the offer. This means that the job seeker really needs to learn how to effectively present and market himself or herself.

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    The Four Industrial Revolutions Infographic