It should come as no surprise to industry insiders that manufacturers continue to struggle with recruiting workers and retaining them for the long haul, but that's the reality for many companies. However, you cannot accept that as a fact of life and should always be trying to actively connect with would-be hires so your business can continue to grow and improve.
How do you accomplish that? It starts with identifying and tapping pools of talent on a consistent basis. Here are some of the most reliable sources you're likely to find today:
1) Social media and other web portals
You may currently rely heavily on job listing sites to advertise your openings, and the same may be true of real-world advertisements, but if you're not on social media, industry sites and more, you're leaving opportunity on the table, according to Maker's Row. Simply put, these are the places where online conversation about your industry tends to happen most, and where people are most engaged with the sector overall. As such, you should wade into those discussions to represent your company well, and also to get the word out there that you have jobs available.
2) Referrals from your current employees
One of the easiest ways to make connections is to rely on those you have already cultivated, Maker's Row advised. By asking your current employees if they know anyone looking for a job who would succeed in your organization, you may be able to find great hires without much difficulty. Your employees know the ins and outs of your company better than anyone, and also wouldn't recommend friends or family they think aren't up to what you ask of them. A great way to boost the frequency of referrals is to reward old and new employees when a hire works out.
3) Currently unskilled workers
We hear a lot about the "skills gap" in manufacturing, and for good reason — but that can't be a deterrent to hiring, according to Workbright. As such, you would be wise to set up a comprehensive skills training program for anyone who is interested in learning the ropes of the industry, and advertise that you'll hire anyone who passes muster after going through it. That way, if you can pique people's interest, they may be more willing to see what you're all about and take advantage of your offer.
4) Connect with schools to form a talent pipeline
Whether it's vocational schools, high schools or universities in your area, it will be critical to make sure you can get young people interested in the industry early in their lives, according to Travelers. Even getting a few extra hires out of these pipelines per year can be the difference between achieving your business goals and falling short, so starting the formal relationships with these schools as soon as possible will be vital. If that means simply making in-class visits or hosting field trips, it's about starting the introduction to the industry off on the right foot.