A constant refrain here at Industry Today is the shortage of manufacturing talent. As Tabatha Duckworth of WilsonHCG points out in this week’s feature article, “Recruitment in the supply chain and manufacturing industries is not as easy as it used to be. It all began with the recent shift to e-commerce and the consequent push for companies to deliver a greater number of products at faster rates than ever before. From there, global economic headwinds that slowed down production pipelines caused a geographical shift, moving more highly technical manufacturing to the United States and forcing manufacturers to rethink how they operated.”
Duckworth makes the point that companies need to modernize the ways they recruit. This involves three strategies:
- Analyze your competitiveness in the market. If you can’t compete on salary, what other benefits can you offer to attract talent, e.g., flexible work schedule, tuition reimbursement, sign-on bonus.
- Consider upskilling. Can’t match your competition’s salary offers to attract talent with the skills you need? Look for more junior candidates at lower salary points that you can train for the required skills.
- Develop educational partnerships. Hire entry level candidates and enroll them in community college programs or your own upskilling programs to develop skills to fill the roles you need.
“As supply chain and manufacturing companies continue to try to find tech-savvy candidates to fill important roles in their companies, the market will only become more competitive,” Duckworth writes. “Fortunately, adjusting your strategy — and, in some cases, your initial expectations — can improve your chances of recruiting the right people for your jobs and help make lasting changes within your company.”
Read the complete article, How to recruit Technical Manufacturing Talent.
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Tags: talent shortage,recruiting challenges, technical talent, Susan Poeton, #SusanPoeton, #SuePoeton, Sue Poeton, Industry Today
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