With the current employee shortage, finding workers is tough. And finding qualified manufacturing workers is even tougher. So, what can your organization do to stay ahead of the competition? Here are three strategies to close the skills gap.
Top 3 Ways to Close the Skills Gap in Manufacturing
1. Promote Manufacturing as a Career
Many people have an outdated view of the manufacturing industry. They picture blue-collar workers toiling away on an assembly line circa 1950. However, today’s manufacturing environment is much different. It’s clean, efficient, and technologically advanced with highly skilled employees. Yet to dispel these long-standing myths, your organization will need to invest in outreach programs. Consider setting up booths at community events, visiting schools, and hosting plant tours. Showing the world what your company truly does raises awareness and interest. And this, in turn, will boost your recruiting efforts.
2. Offer Apprenticeships & Internships
Apprenticeships and internships are another highly effective initiative. Inviting interested people to temporarily join your organization creates a win/win situation. They’ll gain valuable skills, and you’ll be promoting the manufacturing industry while also training the next generation of workers. Plus, run correctly, these programs should build your talent pool, because you’ll be able to offer top trainees full-time positions. Of course, sometimes your apprentices/interns may get snapped up by your competitors. Although this seems discouraging, don’t worry. You’ll still be establishing yourself as a forward-thinking company where employees can advance. And ultimately, this will bring more eager candidates to your door.
3. Upskill and Reskill
Most likely, you have LOTS of talented employees at the lower level of your organization. So, why not move them up the ranks by prioritizing training? Certainly, this requires an investment on your part, but the benefits should far outweigh the costs. After all, you’ll have a more highly skilled team. Meanwhile, individual workers will be more engaged, more marketable, and as a result, more loyal to your company. Training can take the form of upskilling or reskilling. Upskilling builds upon existing abilities. For example, you could teach an assembler how to weld. Reskilling, on the other hand, introduces new skills to move someone into a different role. For instance, if a maintenance worker is looking for a change, you could train them to be a CNC operator.
Are You Struggling to Find the Talented Manufacturing Candidates You Need?
You’ve applied all the tactics above and you’re still short-staffed. Now what? Connectology can help! Our recruiters place engineers, supply chain specialists, production planners, and more with top manufacturing companies through the upper Midwest. Make your hiring process easier and faster. Contact Connectology today!