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Manufacturing in the United States is experiencing a labor crisis, exacerbated by an aging and retiring workforce and a skill gap in conceptually understanding rapid technology. Even with millions of manufacturing jobs available, there are not enough workers to fill them.
And when it comes to manufacturing recruiting, it doesn’t get much easier to fill these open positions with employers in the industry reporting recruiting woes. To back that up, a 2021 survey found only 3.5% of Gen-Z respondents had any interest in working in manufacturing. The false perception that all manufacturing jobs are “dirty” or “manual” deters younger job seekers.
So, how can smaller manufacturing facilities recruit, train and retain employees without the same resources larger corporations have? Fortunately, by leveraging technology, you can help overcome these challenges.
Technology has greatly transformed the manufacturing sector, including the recruiting process. By using technology in the recruitment process, manufacturers can not only speed up the hiring process but also make it more efficient and effective, reducing costs and leading to better hires.
Here are a few ways in which technology provides solutions to some of the pressing manufacturing recruiting challenges.
Showcasing your business’ innovative use of technology in manufacturing can help attract new talent. Younger generations, in particular, are attracted to industries that embrace digital technology. Highlighting the use of robotics, AI, VR and other high-tech tools can make manufacturing more appealing. Digital job postings, an ATS, pre-employment skills assessments, video interviewing, onboarding technology and mobile recruiting also help make your organization look more tech-savvy in the eyes of potential new hires.
Further, using technology in the recruitment process, such as through online job portals, social media channels and industry-specific job boards can help reach a wider pool of potential global workers.
For Fortune 500 companies, an ATS is a must. In fact, 99% of top US companies use an ATS to streamline hiring efforts. While it is a must for larger businesses, an ATS also proves valuable for smaller organizations.
Applicant Tracking Systems are designed to manage recruitment electronically. The tech can filter and sort resumes based on customized criteria like experience, skills, education and more. It also streamlines the hiring process by eliminating unfit candidates automatically, thus saving time.
No matter what your business's status—in terms of budget or growth expectations—an ATS can help you manage the growth of your workforce, providing you with a pipeline of satisfied talent for years to come.
Online skills testing and assessment tools help to validate a candidate's abilities. Manufacturing often requires specific technical skills, which these tools can test to ensure that a candidate meets the required qualifications.
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Video interviewing in the manufacturing sector provides several advantages, such as access to a broader pool of talent and increased cost and time efficiency by eliminating travel requirements. It allows initial assessment of candidates' skills and communication abilities, key traits for manufacturing roles.
Furthermore, video interviewing enhances the candidate experience by offering convenience, promoting safety during health crises and expediting the hiring process. Overall, it is an effective and modern solution for manufacturing recruiting in today's global and digitally inclined workforce.
Once a candidate is hired, technology can also assist in the onboarding process. Onboarding software can automate parts of the process, like paperwork and training, to ensure a smooth transition for new hires.
Many organizations find that incorporating onboarding technology produces a high return on investment that includes better retention, productivity, and engagement of new hires and subsequently, improved company culture.
Using data analytics in recruitment can help to predict hiring trends, identify potential skill gaps and improve the overall efficiency of the hiring process.
These technologies can be used to automate the recruitment process, for example by matching job descriptions to potential candidates, predicting candidate success and reducing unconscious bias.
These technologies are becoming increasingly prevalent in manufacturing for training purposes. For recruitment, they could be used to give potential candidates a virtual tour of the manufacturing facilities or simulate job tasks during the interview process.
As more people use smartphones, mobile recruiting is becoming increasingly important. Mobile-friendly applications and websites can reach a wider pool of candidates, especially younger ones who frequently use their phones for internet access.
Virtual Reality (VR) and Augmented Reality (AR) offer new ways to train your employees. These technologies can simulate real-world scenarios and processes, providing an immersive and interactive training experience.
For instance, VR could be used to simulate the operation of complex machinery, ensuring that employees are ready before they begin work on the actual equipment. Online learning platforms can also deliver courses on everything from basic manufacturing principles to advanced technical skills, allowing workers to learn at their own pace.
Technology can also help with employee retention. For example, predictive analytics can identify factors that lead to employee turnover and suggest interventions.
Additionally, technology can automate repetitive tasks, making jobs more satisfying and less physically taxing. Training programs can help workers keep up with technological changes, ensuring they continue to feel valued and engaged.
The COVID-19 pandemic showed that some aspects of manufacturing work can be done remotely. Technologies like IoT and cloud computing can enable remote monitoring and control of manufacturing processes. This could open up manufacturing jobs to people who can't or don't want to work on-site, like those with children, increasing the potential labor pool.
Technological advancements can help create a safer and more comfortable work environment. For instance, wearable technology can monitor a worker’s physical condition, ensuring they are not overworked or at risk. Environmental sensors can monitor air quality and noise levels, helping to prevent health problems and improve overall worker well-being.
Technology can also support career development, a key aspect of retaining workers. For example, learning management systems can deliver personalized training, helping workers acquire new skills and advance their careers. Data analytics can track employee performance and identify opportunities for promotion or additional training.
Technology offers significant potential to help the manufacturing industry address its labor challenges. By investing in technology, manufacturers can ensure their workforce is well-trained, attract new talent and keep their existing employees engaged and satisfied.
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We all want great experiences where technology and service work together. Employees deserve a great experience while working for your company. They want something meaningful and simple and with a little autonomy. By choosing the right HR provider, you can deliver a great employee experience saving you time and money.
With our software and service, the hiring process is painless from start to end. It’s all digital and all in one place. We set it up and manage it for you. From onboarding and enrolling in benefits to tracking time and PTO and viewing company messages, pay stubs, direct deposits, W2 information, 401K plan information and requests for approval, our portal provides it all. Learn more here >>
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