Manufacturing hiring is in high demand, but companies face the challenge of finding skilled candidates. A recent study by Deloitte estimated a shortfall of 2.1 million skilled jobs by 2030. Given the candidate shortage, how can manufacturing companies compete for top talent?
Companies that can rapidly adapt to workforce shortages are the most likely to stay successful. Let's examine how your company can attract qualified talent and fill open positions with these five tips to help your manufacturing hiring process.
1. Streamline the Manufacturing Hiring Process
Traditionally, the hiring process involves numerous paper applications and time-consuming interviews. This sourcing strategy often is time-consuming and is no longer efficient in the manufacturing industry. With new recruitment technology, there are many ways you can innovate manufacturing recruitment. A few ways you can create a quicker hiring process include:
- Use an applicant tracking system (ATS) to organize and manage manufacturing job applications.
- Automate manufacturing candidate assessment through online skills tests.
- Conduct virtual interviews to save time and money spent on travel for in-person interviews.
2. Use Digital Recruitment StrategiesCompanies are now turning to digital channels to find and attract manufacturing candidates. When you use digital recruitment strategies, you can target a wider audience of potential manufacturing job candidates. Try these recruitment marketing strategies when hiring:
- Post manufacturing jobs on online job boards and niche websites.
- Utilize social media platforms, such as LinkedIn, Twitter, and Facebook.
- Create recruitment videos to share online to give potential candidates valuable insights about your company culture.
Ultimately, digital marketing expertise can help manufacturers build their employer brand to market to candidates and identify new talent markets effectively.
3. Improve Manufacturing Workplace Perception
One of the biggest hurdles to successful manufacturing hiring is the public perception of manufacturing jobs. Unfortunately, over the past few decades, manufacturing jobs have become less popular, and manufacturing leaders have noticed. Manufacturing executives report that a central problem with finding young talent is that many young Americans do not want to work in factories due to a misconception that either their jobs can be shipped overseas or that automation will take over their position one day. However, neither of these manufacturing myths is based in reality.
In fact, manufacturing jobs have been rising in recent years, and the industry is becoming increasingly high-tech. To appeal to new entrants, place a spotlight on modern manufacturing facilities, advanced technologies, career growth, and company culture. By improving the perception of what a career in manufacturing looks like, you can expand your manufacturing talent pool.
4. Offer Competitive Pay & Benefits
Great news for job candidates is the manufacturing industry has a higher average salary than comparable workers in other sectors. But, talent scarcity means manufacturers must offer more than lucrative pay—job applicants also want top benefits. Some new hire offerings can include:
- A higher starting salary than the industry average.
- Hiring bonus programs for manufacturing employees.
- Comprehensive health insurance and retirement plans.
- Other perks that manufacturing employees value include flexible work schedules, remote work, four-day workweeks, and paid training.
5. Cast A Wider Net
To find the best pool of talent, you will need to expand your search process for qualified candidates. To acquire a more diverse, skilled, and competent manufacturing staff, you may reach out to a larger talent pool of vendors. This may include working with an RPO or staffing agency specializing in manufacturing that has a talent network to choose from.
Another way to expand your talent pool is to revisit how you currently attract talent to ensure you are broadening your search across all demographics. For example, more manufacturers are rethinking in-person application processes and finding ways to include diversity, equity, and inclusion (DEI) in their outreach process.
Also, remember that your current employees can be your biggest recruitment asset. Consider building an employee referral program to encourage current employees to refer qualified candidates for open manufacturing positions.
Ramp Up Your Manufacturing Hiring
The manufacturing industry is evolving, and so is the manufacturing workforce. These tips can guide you to hire the best candidates and leverage your employees to broaden your talent search. Ultimately, with the right recruitment strategy, you can find the top talent you need to stay ahead of the competition.
Are you interested in how Hire Velocity can help you reach your manufacturing hiring goals by outsourcing recruitment? Let's talk.