Manufacturing employs more than 12 million people nationwide, but there are 600,000 open skilled trade jobs within the industry – a trend that will continue as Baby Boomers age out of the workforce.
As noted recently by US News and World Report, more than 30 percent of manufacturers found it increasingly difficult to find and retain skilled workers during the past year. In the coming 12 months, 37 percent said they anticipate similar challenges.
This skills gap is not new, but it is evolving in the face of ongoing economic changes. Vacancies in the skilled trades – the most difficult factory positions to fill – threaten to derail production and severely hurt American manufacturing as it competes in the current global marketplace.
Contributing Factors
Of more than 1,000 U.S. manufacturing employers in another industry survey, 48 percent cited a lack of technical competence, or hard skills, as the leading reason they had difficulty filling skilled trade positions. Other factors included:
- Lack of workplace competencies, or soft skills: 33 percent.
- Lack of available candidates: 32 percent.
The gap can be attributed to a combined lack of skills and lack of interest, as manufacturing continues to battle public perception and PR issues. Prospective candidates tend to see the industry as dark, dirty and dangerous, so they steer clear of manufacturing careers, despite attractive wage and benefit offerings. Industry leaders need to change this negative image in order to successfully attract and retain top talent.
The Manufacturing Generation Gap
Ironically, there are thousands of skilled trade jobs open at the same time that millions of jobless millennials are facing twice the national unemployment rate.
- Perception is reality. Today’s skilled trade positions are some of the most technologically sophisticated jobs available. Many involve working on computer terminals and require deep planning, thinking and client service skills. Rather than being a “factory worker,” these employees are manufacturing craft professionals – just as likely to be working on a 3D printer as an assembly line.
- Manufacturers must invest in innovation and marketing to appeal to future generations. Memories shared by your dad and granddad of factory jobs being rigid and unchanging need to be dispelled in order to attract millennial or Generation Y candidates. This population is used to change, technology and innovation happening constantly all around them.
Education Outreach is Critical
By 2025, Gen Y employees will make up 75 percent of the U.S. workforce. Outreach to high schools, vocational schools, colleges and universities should be an integral aspect of your manufacturing recruitment strategy.
- Build relationships with schools to ensure that relevant skills are being taught. This can offer potential for direct recruitment of hi-quality talent.
- Collaborate to develop training and apprenticeship programs. These should include an emphasis on STEM skills as manufacturing plants increasingly use high-tech equipment that requires specific knowledge in areas such as design and programming.
You also may want to consider temporary or temp-to-hire options as you seek employees skilled in specific trades and production capabilities. This gives you the opportunity to “try before you buy” and ultimately build your permanent workforce and future talent pipeline.
To learn more, read our related posts or contact Premium Staffing today.
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