Why manufacturing needs to prioritize recruitment for young talent
World Economic Forum notes that the manufacturing sector accounts for 22% of global employment, yet will likely face a labor shortage if businesses do not have a plan for recruitment. There may be many reasons why manufacturing is not in high demand now, whether it be a stigma about the industry or a lack of skills in the talent pool. However, with the right types of recruitment, industrial businesses could attract young talent who are excited to get into the workforce.
In the coming decade, these jobs may be the most sought-after by highlighting the opportunities ahead.
Allow veteran, retiring employees to teach the incoming talent
Baby Boomers power some of the oldest industries in America and as they move into a well-earned retirement phase of their life, the industrial industry is losing a wealth of knowledge.
The best way to capture workflow processes and optimize them is by digitizing the onboarding process. Moving paper-based work instructions into a standardized procedure to mobile and multimedia-friendly applications can help cover a bulk of the knowledge drain.
Digitizing workflows can help ensure that there is documentation around work expectations and that the job is carried out correctly. You cannot rely on employees knowing how to work most efficiently without a seamless onboarding process that lays out best practices.
Shifting the narrative for incoming digital-native generations
Gen Z and Millennial employees that are stepping into the industry may feel disenfranchised by beliefs that it lacks innovation or technological advancement. The best way to combat this misconception is by adopting more technological efficiencies.
Technology can not only reduce tedious administrative tasks, but automate many tasks that would otherwise eat up valuable working hours or put employees at risk. The first step to integrating new technology into your workflow is noting how your supply chain operates and where efficiencies could be made through automation and advanced technology.
One example outside of automated machinery could be something as simple as walkie talkies in a large warehouse space for elevated communication across departments.
Streamline your onboarding process
With documentation and technology use, onboarding new hires who are brand new to the industry and likely have no prior experience can be a lot easier. Narrow in on creating work instructions for new hires to learn from. These documents should be comprehensive, yet easy to understand.
One tip for creating a smooth transition into joining the team on the floor is hiring new talent before you really need them. This takes the pressure off the new hire to learn everything in a day and can help make the new position easy and exciting. Additionally, the industry has heavy equipment that could prove dangerous if training is rushed and safety protocols are not fully understood before getting hands-on experience.
A simple, straightforward onboarding process can eliminate inefficiencies and prove a great way to attract and retain young talent.