Manufacturing companies face a number of challenges in hiring. Apart from an insufficient skill pool, they are competing with other industries to recruit the best talent.
Many young workers steer clear from the manufacturing industry because they believe it’s risky and unpaid. Manufacturers can counter this perception by partnering with local vocational schools by offering outreach programs and encouraging participation in the local community.
Skilled Work
A lot of skilled trade jobs require specific training that only someone who has worked within the industry can obtain. This can be a significant problem for manufacturers that have to work to keep their employees. A study conducted in 2018 revealed that this was partly due to the negative perception of the industry by young women and those aged 20 or 30. Other reasons include the absence of retraining opportunities as well as a mismatch between technical education and what’s needed in the workplace.
With all the challenges associated with finding and keeping skilled workers, it’sa good idea for companies in the manufacturing industry to collaborate with a hiring agency to fill vacant jobs. This can save them time and money over the long haul and ensure that they have enough workers to ensure that operations are functioning efficiently.
They can match workers to positions quickly, as they have access to a huge pool of talent. They can also offer temporary-to-hire services for best hr services providers employers to try new hires before signing a contract for a permanent job.
The need for unskilled workers is declining as technology allows them to achieve more in less. In spite of this trend however, skilled labor is necessary. The newest generation of workers prefers a balance between work and life and flexibility thancompensation which is why they’re usually willing to change sectors to find the best opportunities.
Temporary Staffing
Our mission as a manufacturing recruitment company is to match you with the top talent. We evaluate the abilities and experience of candidates during the hiring process to determine the best suitability for your business. We make sure that the job tasks of each candidate are in line to your production plan, operational needs as well as your budget. This helps you increase efficiency and productivity.
Temporary staffing permits manufacturers to rapidly increase or reduce their workforce on a temporary basis. This is especially beneficial when demand fluctuates or an operation undergoes an annual shift. In addition employees on temporary contracts offer businesses the flexibility to adjust their staff size without a long-term commitment.
If you’re a welder machinist, or quality control inspector an agency for recruitment can locate skilled candidates with the right skills for any job in production. Temporary-to-hire positions allow manufacturers to assess a candidate and make a well-informed hiring decision.
Candidates may take advantage of temporary assignments to showcase their skills, build solid work habits and effortlessly integrate into the work culture of the organization. They also function as a stepping stoneinto permanent work, offering the opportunity for progression in the future when the time comes. A reliable agency will ensure that the assignments of candidates are consistent with their rights under the law. This reduces the risk of misclassification concerns and also ensures the compliance with labor laws.
Addressing the Skills Gap
No secret is that manufacturers have been struggling with a skills shortage for a long time. Indeed, recent circumstances have only exacerbated the issue such as the pandemic, supply chain bottlenecks and an increasingly tight labor market have forced companies to address it head-on. Add to that advancing technology that is changing traditional roles and a workforce that might not receive adequate on-the-job training, and the result is an ever-widening gap between jobs in the field of manufacturing and the talent needed to fill them.
The problem isn’t limited to positions that are high-tech or titles with digital buzzwords included, either. Research suggests that jobs that require advanced technology, skilled production and management of operations could be vacant for years to come.
As the skills gap is growing, businesses need to reconsider how they hire and teach their employees. Many are turning to recruitment agencies that have access to a bigger number of candidates and are able to handle the time-consuming tasks of interviewing and screening candidates, allowing managers to focus on critical projects. They also have a better understanding of the role-specific competencies required for each position, helping them to match candidates with their requirements better. They are also experimenting with different compensation strategies like incentive programs for retention and starting bonuses to lure the top talent. Additionally, some are returning to a method that was once standard in the industry which was employers-sponsored training.
The latest trends in manufacturing recruitment
The workforce of manufacturing is aging, and it’s no surprise that recruiting teams are trying to find the next wave of talent. Furthermore, the field is becoming more technologically driven and requires new skill sets. Many manufacturers, for example are looking for workers who are familiar with robotics, IoT and digital transformation. Additionally, a lot of firms are providing professional development programs to their employees. This way, they can keep their employees updated on the most recent developments.
Manufacturers are also taking advantage of flexible work arrangements. They are allowing more opportunities for remote or part-time work and are offering benefits like transport or lunch during interviews. It’s an attempt to attract those who are looking to find a more balance between work and life. This is also a fantastic option to fill their pipeline. This strategy is effective.
Manufacturing is growing despite the difficulties. In 2024, the manufacturing sector will have grown by more than 800,000. It will be difficult to find and hire staff. To identify the most qualified talent for their business the recruiters must stay up to date with the latest trends. For example 55% of manufacturing TA managers are in favor of interview scheduling based on candidate preferences. This saves time for both the team and the candidate, and allows them to reschedule interviews when necessary. Furthermore 39% of hiring teams are expecting to continue having issues in retaining candidates. They should enhance the experience of candidates and offer a more transparent process.
