The manufacturing industry has taken a big hit during the Great Resignation. According to SHRM, the manufacturing industry in the U.S. is looking at filling almost 500,000 jobs. This number will continue to grow. Employers continue to struggle with filling these jobs and are looking for new approaches.
Most of these open roles were previously filled by the Baby Boomers, retiring. With a new generation making up the majority of the workforce, the manufacturing leaders need to educate young workers about the industry.
One of the problems with recruiting in the manufacturing space is a lack of interest in the manufacturing area among young workers. They are not educated in the manufacturing industry, and they believe that the industry is only for people who did not pursue post-secondary education. In reality, many jobs require a college degree or even higher, such as a master's or doctorate.
The warehousing industry is continuously taking jobs away from the manufacturing industry. Candidates are ignoring the fact that manufacturing jobs have a higher average salary. Post-pandemic, warehousing has seen a tremendous increase in position fills.
Work/ Life Balance
The younger generation places a high value on flexibility. The manufacturing industry is not seen as a flexible workplace. Especially after the pandemic, employees have learned that the 9-5 is becoming more and more obsolete. Instead of fitting their life around a job, candidates are looking for jobs that match their schedules and lifestyles. Manufacturing companies need to be aware of these expectations and have creative solutions.
Some of these solutions include:
- Transportation Benefits
- Attendance Bonuses
- Create Your Own Schedule Program
- Weekend Shifts
- Micro-shifts (4-6 hours)
Offering creative solutions such as the ones listed above will be very helpful when recruiters are trying to sell the workplace to candidates.
Another hot topic with the younger generation of workers is diversity. Women should be target candidates as they are vastly underrepresented in the manufacturing industry. Women are less likely to take on a job in the manufacturing space for the schedule flexibility issue mentioned above.
Additionally, manufacturing companies need to implement D, E,& I programs into their training. D, E, & I is an essential consideration for the younger generation and could set your company apart in the candidate's mind when applying for jobs. It is imperative to find a way to implement programs and integrate the initiatives into the everyday workplace culture.
The Great Resignation has impacted industries all over the U.S. Employers need to come up with new and creative tactics to combat the labor shortage.