Recruiting qualified talent in the manufacturing industry is no easy feat. With increasing competition, evolving skill requirements, and an aging workforce, manufacturers face numerous challenges when it comes to attracting and retaining skilled individuals. The National Association of Manufacturers claims there will be around 4.6 million job openings in the manufacturing sector in the United States over the next 10 years, but only 2.2 million of those jobs are likely to be filled.
In this blog post, we will explore some of the most common recruiting challenges in the manufacturing sector and provide actionable insights on how to overcome them.
Skill Gaps and Technological Advancements:
Manufacturing has transformed significantly with advancements in technology. As a result, there is a widening skill gap between the demand for technical expertise and the available talent pool. A survey conducted by ThomasNet found that 68% of American manufacturers are having difficulty finding qualified workers, with 56% citing a lack of necessary technical skills as a top challenge. To combat this challenge, manufacturers can:
- Develop strong partnerships with technical schools, community colleges, and vocational training centers to bridge the skill gap.
- Establish apprenticeship programs and internships to attract young talent and provide on-the-job training opportunities.
- Invest in upskilling and reskilling programs for existing employees to keep up with technological advancements.
Perception of Manufacturing Careers:
A survey by Glassdoor found that the median base pay for manufacturing jobs was $62,478 per year, higher than the overall median base pay in the United States. Still many people hold outdated perceptions of the manufacturing industry, seeing it as dirty, low-paying, and lacking in career advancement opportunities. To overcome this challenge, manufacturers can:
- Engage in targeted marketing campaigns to portray modern manufacturing as a high-tech, innovative, and promising career path.
- Collaborate with educational institutions to create awareness about the diverse career options available in manufacturing.
- Offer competitive compensation packages and work-life balance initiatives to attract and retain top talent.
Competition for Talent:
Manufacturers often find themselves competing with other industries for skilled candidates. To stand out and attract the best talent, manufacturers can:
- Highlight their commitment to environmental sustainability and corporate social responsibility, which are becoming increasingly important to job seekers.
- Showcase a positive and inclusive company culture that fosters diversity and employee well-being.
- Leverage partnerships with trade associations and industry networks to tap into a wider talent pool.
Recruiting challenges in the manufacturing industry can be overcome with strategic approaches. By addressing skill gaps, tackling negative perceptions, and utilizing effective talent acquisition strategies, manufacturers can attract and retain the skilled workforce they need for success.
At Vive, we understand the importance of attracting and retaining talent and can help you develop a strategy to reach your goals. We can also assist with creating engaging content, developing targeted advertising campaigns, and more. Contact us today to learn more about how we can help take your recruiting efforts to the next level with our recruitment marketing for manufacturers!