Recruiting

Manufacturing employers are fighting an extremely competitive war for talent, and keeping valued employees is a critical aspect of winning that war.

Especially considering how challenging it can be to recruit manufacturing employees and the growing manufacturing skills gap, it’s critical that the manufacturing industry retain those hard-won, qualified team members. The unprecedented employee turnover seen over the last year–dubbed the “Great Resignation”—makes employee retention in the manufacturing industry even more crucial.

Four Ideas for employee retention.

Recruiting manufacturing employees may be harder now than ever before. Yet, many manufacturers are still relying on the same tactics they’ve used to recruit manufacturing employees in the past.

In today’s environment, using the traditional tactics makes it difficult to stand out from the competition and appeal to today’s job candidates.

Four key tactics that can help your organization create a winning strategy for recruiting manufacturing employees:

1. Employer Branding
2. Identifying Ideal Candidates
3. Creating Targeted Messaging and Content to Reach Candidates
4. Using Technology

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The manufacturing skills gap refers to the mismatch between the skills possessed by job seekers and the skills needed by employers to fill current and future roles.

There are currently around 900,000 open manufacturing jobs in the U.S., and this is projected to grow to 2.1 million by 2030 if the current trend continues.

Six strategies for closing the manufacturing skills gap and building a talent pipeline for your company.

1. Identifying your unique skills gap
2. Capturing institutional knowledge before it’s too late
3. Empowering your current workforce
4. Creating pathways into your organization with paid training
5. Strengthening relationships with training partners
6. Spreading awareness to attract future talent

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