The manufacturing industry will be among the hardest hit in the next decade as the Baby Boomers begin retiring in mass since the industry is comprised predominantly of boomers. As 2.7 million are expected to retire from this industry in the coming years, it will leave a gap that may be further widened by a negative perception of the industry. Many view manufacturing as dangerous, unskilled work.
So then, it is up to creative and talented human resources teams in manufacturing companies to fill that gap by hiring the right people for the right positions and managing them in a way that keeps employees working within the manufacturing industry for years to come. Manufacturing is not the only industry facing an employment problem, causing HR industry leaders to put together a list of recommendations for HR professionals hoping to make an impact.
HR teams must treat these kinds of employment issues the same way the company might treat a supply chain issue. Waiting until holes appear and then filling them will leave HR departments constantly trying to catch up as more and more people retire or leave the industry. By taking action ahead of time to create a steady flow of incoming employees, HR departments can keep themselves from having to scramble to find employees, but instead focus on retaining and training new employees.
Helping employees to understand the benefits of a long-term career in an industry is also important. This means providing employees with learning opportunities and ways to develop their skills and experience. This helps employees feel valued and also helps them to feel as if their industry is benefiting them and not just the other way around.
Finally, looking at recruiting from a marketing perspective and attracting talent the same way businesses attract customers, is important in what is increasingly becoming an applicant’s market. Employers across the country will have to make significant changes to their HR strategies if they want to stay competitive in the years to come.