how to attract and hire manufacturing talent.

Amid supply chain disruption, a tight labor market, and shifting talent models, manufacturing companies are radicalizing their growth trajectory. Projects in clean technology, semiconductor production, and electronic manufacturing have surged, thanks to several key pieces of legislation. Notable laws driving this advancement include the Infrastructure Investment and Jobs Act (IIJA), the Creating Helpful Incentives to Produce Semiconductors (CHIPS) and Science Act, and the Inflation Reduction Act (IRA).

Together, these acts have established reforms in rebuilding infrastructure, enabling clean energy initiatives, and propelling job growth and workforce development. The US manufacturing industry envisions rapid scalability, with an upswing in the next 10 years. Segments such as semiconductor manufacturing, construction, clean energy components, electric vehicles, etc., are set to take the centerstage. However, there seems a huge applicant gap due to several technical, economic and social complexities.

the hiring scene

A Deloitte and The Manufacturing Institute study found the manufacturing sector needs 3.8 million new employees between 2024 and 2033. Yet, about half (1.9 million) of these jobs could remain unfilled if the talent conundrum remains unresolved. As manufacturing companies embrace Smart Factories pivot toward Industry 4.0, potential candidates with updated skills may seem scarce. To tackle this, manufacturers must device mechanisms that bring customer-centricity into the forefront while understanding skilled worker needs better.

Over 65% of manufacturing leaders find attracting and retaining talent challenging. Rapid sector development and advancements in intricate design are propelling the need for more manufacturing workers at all levels. With technology driving business profitability, manufacturers prioritize leadership, digital, and soft skills for recruitment. Adaptability, problem-solving mindset, and critical thinking are a must-have for many manufacturers. This market shift demands more sophisticated talent models and hiring strategies.

As the current workforce approaches retirement, millennials and Gen Zs emerge as the potential candidates in the talent pool. However, this new wave of talent brings a unique set of expectations to the industry. As a manufacturers, it’s crucial for you to evaluate and adjust your plan of action to secure this diverse workforce reserve. Here are some essential strategies to attract and hire top-tier manufacturing talent in a fiercely competitive job market.

strengthen your global presence

To stay competitive, you must embrace agility and view your office locations as key talent acquisition hubs. Enhanced location awareness allows for strategic placement, boosts access to the best manufacturing workforce, available across the globe. Still, is it realistic to constantly relocate base to strategic hiring locations? To onboard and manage talent seamlessly, you need a strategic talent partner by your side. Randstad’s innovative self-service platform enables you to connect with skilled manufacturing workers in no time.

assess current and future skills

Manufacturing is now a whole new gamut of technological innovations from tech-enabled production to simulation software. According to a recent report by the World Economic Forum, 40% of the current skills requirements in advanced manufacturing will evolve by 2028. Artificial Intelligence is integrated to enhance systems giving rise to a spectrum of innovations, such as:

• Computer numerical control
• Programmable logic controllers
• Sensors and advanced robotics
• 3D printing

Technology skills such as machine learning, cybersecurity, and data science are becoming increasingly essential. This accelerated adoption of digital tools brings soft skills such as adaptability, critical thinking, and problem solving to the fore.

The manufacturing industry today, boasts itself of roles that require knowledge in generative AI and robotics. For example, fabricated metal product manufacturing, aerospace, and defense are some of the highly specialized sectors. As operations and products become more complex, you must integrate data and information with the existing production systems. On that note, high-skilled roles could see a rapid growth by 2032.

Yet, have you given a thought to how the current education system measures up for this rapid change?

make training part a necessary component

Graduation data from the National Center for Education Statistics suggest a gap in the skills training and the current industry needs. Although there has been a substantial traction for foundational manufacturing degrees, growth has subsided for higher-skilled roles such as engineering technologists, material moving specialists, skilled transporters, etc.

While the the basic manufacturing training can help grow a talent pool, manufacturing companies must reskill employees with associate degrees to nurture the best employees for high-skilled roles.

partner with talent organizations and communities

Partnering with talent organizations for temporary and permanent roles can broaden your visibility to diverse talent hubs. Today’s dynamic job market demands a community approach to stay afloat and attract the best and brightest. Talent organizations and communities can serve as effective platforms to showcase your workplace culture and promote your employer brand. In addition, social selling and referral campaigns can open doors to hidden passive talent, which could be the best-fitting skilled workforce.

Randstad’s talent centers and recruiting experts work closely with you to understand your organizational objectives and help you build a pipeline of top manufacturing talent. Our years of research and expertise in hiring manufacturing workers equips us with data on workforce dynamics backed by the largest pool of pre-qualified candidates. Talk to our expert team to start a conversation about your talent needs.

conduct an employer audit

Studies indicate that 72 percent of job seekers (a majority) research potential employers before even applying for a job, thanks to social media and online review boards. And, about 50% of job seekers don’t prefer working for a company with a bad reputation. Amidst the demands of strategizing complex production lines and managing extensive operations, maintaining a positive image in the talent pool is vital.

Audit your employer brand and identify your organizational strengths and areas of improvement. Now, brainstorm with your HR team and use data and feedback to design holistic programs that strengthen communication and employee engagement across the organization. Leverage the expertise of your current employees to gather ideas to elevate your employer brand. Reward your long-standing employees, for they’re your brand advocates. Their contributions can truly steer the ship toward a long-term brand enablement roadmap.

craft a compelling interview discussion

As much as your job descriptions mirror organizational culture, driving an engaging conversation when evaluating potential candidates truly elevates your employer brand and culture. As millennials and Gen Z enter the workforce, a well-crafted interview conversation can connect with future manufacturing workers and leave a memorable impact.

By prioritizing meaningful dialogue and showcasing your company culture, you'll build lasting relationships with potential hires and secure the skilled workforce aligned with your organization goals. Our consultants from Randstad Enterprise, through their expertise in the local labor market, work with you to not only attract skilled manufacturing workers but also guide you through the complete hiring process.

create a safe workplace environment

Safety and comfort are non-negotiable attributes of a highly-engaged organization. Prioritizing a healthy workplace that ensures employee wellbeing is pivotal to attract and hire top manufacturing talent.

Outline a global integrated health and safety framework aligning with national and international guidelines. This framework must serve as your rule book to set up key performance indicators in responding and attending to workplace emergencies.

identify optimal compensation package for manufacturing workers

Salaries and benefits remain  the number-one reason employees seek new job opportunities, so don’t make the mistake of offering too little. Today’s savvy candidates know what they’re worth — and they’re willing to wait for another opportunity if you aren’t delivering.

The current manufacturing talent is also taking a closer look at company benefits before accepting any job offer. It’s important that you offer a full compensation package that includes meaningful benefits. Paid time off and flexible scheduling, for example, are now more important than ever to employees. Take the time to evaluate your current employee’s needs (hint: use a survey) to get a better understanding of what types of benefits are important to them.

Research industry benchmarks for employee benefits and offer the best benefit packages. Ensuring job security through streamlined policies and effective communication is an essential attribute to building an employee-friendly ecosystem.

Keep in mind that it takes time to build a meaningful talent pipeline, to attract and onboard the best manufacturing workforce. Most times, developing a talent pipeline for multiple specific roles can help you hire for the hardest-to-fill positions.

seek support from a staffing partner

One of the biggest benefits of working with a professional recruitment company is that it gives you immediate access to a massive talent pool of screened and qualified candidates available on demand. Given the significant shortage of highly skilled manufacturing workers on the job market right now, that could be a boon for your bottom line.

Targeting the current manufacturing workforce with a digital-first strategy can help you stand out and attract top talent. To gain a deeper understanding about how a staffing partner can elevate your recruitment strategy, talk to our expert team.