Top Tips to Master Manufacturing Recruitment in 2022

Globally, the manufacturing sector is essential to the creation of all items. In the US, there are more than 12 million manufacturing employees. The U.S. Bureau of Labor Statistics estimates that by 2022, the manufacturing sector could lose around 550,000 jobs, with the automotive, office furniture, clay, and plywood industries suffering the most. However, despite this anticipated loss, manufacturing recruitment remains one of the most challenging tasks for HR managers for various challenges like aging workforce, skill gap, etc.

Because of this, hiring managers in the field of manufacturing recruitment need to be aware of potential difficulties and devise the best plans for bringing on new hires who will stick around for a while. Let’s look at what are those challenges, their typical solutions, and how AI recruiting tools can help bring efficiency to the process.

Major Challenges of Manufacturing Recruitment

1.      Aging Workforce

Manufacturing companies may experience a slowdown in the supply of labor if they don't start appealing to younger generations because so many manufacturing workers are aging and shortly to retire from the job. HR managers overseeing manufacturing recruitment must make sure that information, expertise, and skills are not lost in order to prepare for a retiring workforce.

2.      Branding Problem

Manufacturing jobs are frequently despised in the United States, particularly by younger generations and female employees. In a recent poll, 45% of respondents said they avoided applying for these jobs due to "bad attitudes regarding the manufacturing business."

Younger generations frequently view manufacturing employment as monotonous, lacking in innovation, or damaging to the environment. Due to the predominance of men in the manufacturing sector, female employees may find the job less appealing.

The industrial sector frequently lacks a social media presence, which hinders brand awareness in manufacturing recruiting efforts.

3.      Gap of Training and Upskilling

Workers who are new to the business may not have the necessary skills to do the jobs they are looking for, which presents a classic manufacturing recruiting difficulty. Ideally, the industrial sector can profit by offering more training and upskilling, enabling them to hire younger workers who might lack relevant experience or particular abilities. However, the prospect of spending resources on mass training causes most manufacturing companies to look the other way - before it’s too late.

4.      Increasing Automation

The manufacturing sector has been coming under a lot of flak for its adoption of automation. Many job seekers may be avoiding industrial positions completely due to the widespread worry that they won't be around forever. For instance, the BBC reported that up to 20 million jobs might be replaced by robots by 2030, and TIME reported that up to 42% of the employment lost due to the COVID-19 pandemic could have been replaced by machines and AI. The current state of automation is a major problem for workers and manufacturing recruitment teams alike.

With these facts and figures in place, all is not lost for manufacturing recruitment. There are numerous actions you can do if you work in manufacturing recruiting to enhance the hiring procedure, hire more employees, and keep more of the employees you hire. Let’s look at them:

1.      Attractive Job Posting

Similar to generic resumes, generic job postings are often missed and ineffectual in general. A well-written job posting placed strategically around the net for manufacturing recruitment, on the other hand, makes a fantastic first impression on job seekers, provides information about the position you are searching for, and encourages applicants to apply.

Consequently, a thorough road map should be included in every job advertisement. Here, AI recruiting tools with programmatic job posting can do a better and faster job than manual HR posting.

2.      Enhance Employee Experience

You could be in the manufacturing recruitment department but think of the process of hiring from an employee point of view in your organization. Think about all those points of friction you personally experienced and see if you can make any improvements. Then, discuss your observations with a few of your coworkers or management to determine how the business as a whole may start doing better.

3.      Improve Employee Retention

Beyond the manufacturing recruitment procedure, a good retention rate and a long average tenure will immediately increase your company's overall success.

Think about the various benefits you can provide to your staff. Employment may become much more tempting if it offers benefits like paid time off, bonus plans, 401(k)s, adequate health insurance, career progression chances, and educational investments. You might also think about enhancing the advantages over time.

Conclusion

Apart from all the challenges listed above regarding manufacturing recruitment, there are other hurdles to deal with: Regulations, paperwork, background checks, training, and each prospective employee all need to be taken into account. HR Managers attempting to handle everything on their own might cost the business money, time, and even fines.

Fortunately, AI Recruiting tool - that specializes in manufacturing recruiting -  can make hiring for manufacturing companies easier than ever from end to end: sourcing, shorting, and selecting. Hope this article helps you make better decisions and adopt AI recruiting tools for manufacturing recruitment.