A 2018 survey by the Manufacturing Institute says 3.5 million manufacturing jobs will need to be filled in the next decade, and 2 million of them will go unfilled.
Do you know what factors are (or could be) costing your business new talent? Here are a few strategies that can help attract the next-generation manufacturing workforce:
Squash industry stereotypes with authenticity
Put yourself in the shoes of the job seeker. Who are you as a company and why would someone want to work there? Younger generations appreciate authenticity more than ever, and when they connect with your company on a personal level, they’ll get a better sense of your priorities and values and if they want to be a part of it.
You can do this by re-framing the perception of what it means to be in the manufacturing industry and how job seekers can build a bright future of growth and success. In your job descriptions and social media, highlight the benefits of careers in the industry and mention the stable salary and growth potential. For example, manufacturing has the highest average wages of private sector industries ($81,289) and the highest tenure for workers (9.7 years), according to Deloitte.
Refine your messages
You may have valuable things to say but are you communicating effectively? Content marketers and creators can help refine the messages you want to send about your company to appeal to your target audience. Creating relatable and engaging content in the form of short videos, infographics, and other dynamic content will help build trust, credibility, and confidence in your company in the eyes of job seekers.
Reassess existing programs
Work-life balance is a top factor when millennials are evaluating potential companies. Evaluate what’s working well and where improvements can be made in your policies and programs. Explore feasible ways you can provide a better environment and working experiences, such as offering more flexible working hours, scheduling, and implementing health and wellness programs.
Expand learning opportunities and recruiting
Seek opportunities to connect with younger generations in the community. Partner with local high schools and community colleges to get them informed and excited about the future of manufacturing to help them better understand what the industry and your company can offer. Invest in an internship or apprenticeship program to give them hands-on experience to understand the tasks of the industry and develop skills. This can also help aid with the recruitment and development of employees early in their careers.
You can increase the success of attracting and retaining next-gen workers by putting authenticity at the forefront of your recruiting strategy from start to finish.