The manufacturing industry faces new challenges daily as it evolves, especially in sourcing talent. Many manufacturers are experiencing labor shortages despite the widespread belief that manufacturing jobs are disappearing. This is mainly because many seasoned workers are retiring from the workforce, and replacements are becoming harder to find since younger employees are rarely interested in building careers in manufacturing. Thankfully, there are several steps you can take to find skilled and reliable employees for your manufacturing company. Here are seven top tips for hiring manufacturing workers.
Visit Review and Recruiting Websites
Websites like Glassdoor offer current and previous workers the opportunity to express their views about your company, including the management, work environment and conditions, growth opportunities, and more. You can view what employees are saying on these websites about your company’s strengths and weaknesses and work toward improving the critical areas. Most potential candidates review these sites and will use the information they find to determine whether to apply for a position in your manufacturing firm or accept a job if they are offered one.
Consider the Potential Candidates’ Experience
Experience is an essential factor to consider when recruiting manufacturing workers. If a candidate has shown success in a similar position you are hiring for, they will likely be able to replicate that success at your company.
If you have to choose between a candidate with experience and one without, it’s always best to pick the former. This particularly applies when you don’t have the budget or time to train new workers. Experience isn’t everything, but it’s good to consider it.
Offer Referral Incentives
Recruiting teams hire great people by taking advantage of their current workers. Employee referral incentive programs, such as monetary rewards and other gifts, can boost the likelihood of your current workers referring a family member or friends to your company. These programs are usually successful because employees endorse someone else by putting their names on the line. To maximize the success of your company’s referral program, set a high limit on the number of candidates an employee can refer to your company or avoid limits.
Improve Your Hiring Process
Hiring new employees quickly and efficiently is critical, but there are always hiccups in the process. Many unexpected delays between the first interview and the job offer can negatively impact the hiring process. The delays may turn away perfect candidates or discourage the recruiting team. It’s easier to manage the process when everyone understands the candidate’s path from recruitment to a job offer. Furthermore, this level of insight and cooperation can lead to better and faster hires.
Remember that hiring doesn’t technically end once a candidate has joined your team. Onboarding is pretty critical to worker acquisition and retention, so ensure that every new hire gets the guidance and resources they require to excel in their new role.
Offer Paid Apprenticeship Programs
Students are more likely to be interested in manufacturing when they see the opportunity it offers, such as a good-paying job. Although students might lack work experience, they can usually build a career foundation and make up for their lack of experience with their ambition and motivation. An apprenticeship program might build a talent pipeline where you can train potential full-time workers your way. By the time students in the program are ready to enter the workforce, they will have understood your company’s advancements and fully adapted to your company’s culture.
Utilize Social Media
Using social media as part of the manufacturing hiring process can offer many benefits, such as improved job visibility, increased company brand and awareness, and finding top talent. In addition, social media posting can establish a conversation since interested parties may comment, leading to improved visibility among their family and friends. Post job openings and build your brand by highlighting your company benefits and advantages on Indeed, LinkedIn, and your website.
Offer Voluntary Benefits
Providing voluntary benefits, such as care and cancer insurance, can help you compete with the benefits large companies use to attract talent. Thankfully, these benefits can be offered to your company at little to no cost. Employees can then personalize their benefits package based on their wants and needs. These employee benefits can make a job offer with your company more enticing, which may help you find and retain top talent.
Endnote
Manufacturing recruiters are constantly looking for more efficient and effective ways to get ahead of the competition. Just as talent needs change, manufacturers need to get creative to fill the skills gap and attract the highly skilled workforce that will drive their companies into the future. Luckily, with these tips in mind, finding and hiring your company’s manufacturing workers will be easier.
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