Manufacturing companies face a number of hiring challenges. In addition to a skills gap, they are competing with other industries for talent.
Younger workers are often wary of working in manufacturing, assuming it’s dangerous or low-paid work. Manufacturers can combat this misconception by partnering with local vocational schools, providing outreach programs, and encouraging community involvement.
Skilled Labor
Many skilled trade jobs require specific training that only someone who has worked within the industry can receive. This is a huge challenge for manufacturing organizations that struggle to find and keep workers. According to a 2018 study, this is partly due to negative perceptions of the industry among young women and people in their 20s and 30s. Other factors include the lack of retraining opportunities and a mismatch between technical education and what’s needed on the job.
With all the challenges associated with finding and keeping skilled labor, it’sa good idea for manufacturing companies to partner with a recruiting agency to fill their open positions. This can save them time and money in the long run and also ensure they have a workforce to keep operations running smoothly.
Recruitment agencies specialize in matching workers with best hr services providers positions and they’re able to do so quickly because they have access to a talent pool of candidates. They’re also able to provide temp-to-hire options so employers can test out potential new hires before making a permanent commitment.
It’s worth noting that the need for unskilled labor is decreasing, as technology allows workers to do more and more with less. However, even with this shift, the need for skilled labor will remain. The newest generation of workers cares more about work-life balance and flexibility than compensation, so they’re often willing to move to different industries for the right opportunity.
Temporary Staffing
As a manufacturing recruitment agency, it’s our job to connect you with the right talent. During the hiring process, we carefully review candidates’ skills and experience to select the best fit for your operation. We then ensure that the candidate’s work assignments are aligned with your production schedule and operational needs, allowing you to maximize productivity and efficiency.
Temporary staffing allows manufacturers to quickly increase or decrease their workforce on a short-term basis. This is especially beneficial when demand fluctuates or when an operation experiences a seasonal change. In addition, temporary staffing offers companies scalability, the ability to adjust their staff size without a long-term commitment.
Whether it’s a welder, machinist, or quality control inspector, a recruitment agency can find skilled candidates with the right experience for any production role. As a result, temp-to-hire opportunities allow manufacturing businesses to observe a candidate’s performance and make a hiring decision with confidence.
For candidates, temporary engagements provide a valuable opportunity to demonstrate their skills and build a positive work ethic while seamlessly integrating into the company culture. They also serve as a stepping stone into permanent employment, providing a clear path for career advancement when the time comes. In addition, a reputable recruitment agency will ensure that the candidate’s assignments are aligned with their legal rights and responsibilities. This reduces the risk of misclassification issues and ensures compliance with labor laws.
Addressing the Skills Gap
It’s no secret that manufacturers have been grappling with a skills gap for some time. In fact, recent events have exacerbated the problem: the pandemic, supply chain bottlenecks, and an increasingly tight labor market have forced manufacturers to address it head-on. Add to that advancing technologies that are altering traditional roles and a workforce that may not be receiving adequate off-the-job training, and the result is a widening gap between the jobs available in manufacturing and the skilled talent needed to fill them.
The challenge is not limited to high-tech positions or job titles with digital buzzwords in them, either. Research shows that vacancies requiring advanced technology, skilled production, and operational management could go unfilled for years to come.
As the skills gap continues to grow, companies must rethink how they recruit and train their employees. Many are turning to recruit agencies that have access to a larger candidate pool and can handle the time-consuming tasks of screening and interviewing, allowing managers to focus on critical projects. Agencies also have a deeper understanding of the role-specific competencies that are required for each position, helping them to match candidates with their needs more effectively. Some are even experimenting with different compensation strategies like starting bonuses and retention incentives to attract the best talent. In addition, many are reviving a practice that was once commonplace in the industry: employer-sponsored training.
Trends in Manufacturing Recruitment
Manufacturing’s workforce is aging, and it’s no surprise that recruiting teams are struggling to find the next generation of talent. The industry has also become increasingly technology-driven, requiring new skill sets. For example, many manufacturers are looking for employees with experience in robotics, IoT, and digital transformation. Moreover, many companies are offering professional development programs for their employees. This way, they can keep their employees updated on the latest advancements.
Manufacturers are also embracing flexible work models. They are offering more opportunities for part-time or remote work, and they are even providing perks like transportation or lunch on interview days. This is an effort to attract candidates who are seeking a better work-life balance. It’s also a way to keep their talent pipeline full. This strategy is working.
Despite the challenges, manufacturing is experiencing significant growth. In 2024, it will add more than 800,000 jobs. However, it will continue to struggle with staffing and hiring. Recruiters must stay on top of the latest trends to find the right talent for their company. For instance, 55% of manufacturing TA leaders prioritize candidate-driven interview scheduling. This saves time for both the candidate and the team and allows them to reschedule interviews when necessary. Moreover, 39% of manufacturing recruitment teams anticipate continued challenges with candidate retention. They need to improve the candidate experience and offer a more transparent process.
