Insights from Data In Manufacturing Recruitment in 2022

The COVID-19 pandemic has caused an enormous change in the manufacturing sector over the past two years. However, anticipation for the coming year is high despite problems with the supply chain and a national labour shortage. Here are three themes to watch out for as your manufacturing company gets ready for 2022 and how they can impact your future personnel plans.

In this article, we'll take a look into some of the data and trends in manufacturing recruitment that are going to shape the coming months. And will also delve into how different strategies and tools like AI recruiting software can contribute to alleviating the situation while making the most of the opportunities to revamp manufacturing recruitment for good.

Shortage of staffing requires rethinking manufacturing recruitment strategies

According to Deloitte, there may be a 2.1 million skilled employment deficit in the manufacturing sector by 2030. It comes as no surprise that 38% of manufacturing recruitment executives agree that hiring new employees will be their top priority in 2022.

Manufacturers are now focusing their efforts on initiatives to find and hire the upcoming generation of manufacturing workers. Manufacturers are interested in stepping up their efforts to reach out to new categories of individuals, according to a recent National Law Review poll. For example:

●         60% of them are aimed at local community colleges and trade schools.

●         40% of them are aimed at veterans of war.

●         50% are going after workers at nearby companies.

According to industry analysts, prioritizing technology in personnel efforts and cross-training current employees are two more manufacturing recruitment tactics that are becoming more widely used.

Opportunity to diversify the workforce due to supply chain disruption

According to a recent Accenture poll, COVID-19 is causing supply chain interruptions for 94% of Fortune 1000 organizations. As a result, they have observed a range of unfavorable consequences for numerous manufacturing enterprises, including sluggish deliveries and rising raw material expenses.

According to Deloitte, 41% of manufacturing recruitment executives stated that they will increase or diversify their suppliers in their current market to assist tackle these problems. In the meantime, 24% of them stated that they were thinking about relocating their activities closer to the final consumers in various areas. Localizing supplier networks may also enable hiring managers for manufacturing recruitment teams to reduce expenses and accelerate delivery.

Growth of E-commerce demands more warehouses and workers across zip codes

By 2025, the CBRE predicts that e-commerce sales in the United States will account for 26% of all retail sales. An extensive network of warehouses and distribution facilities has to be quickly constructed in response to the boom in e-commerce; a part of whose onus falls on teams of manufacturing recruitment as well. By 2025, the United States will need to add 330 million square feet to keep up with the growth in e-commerce sales.

The demand for manufacturing and warehouse personnel has increased as a result of all this activity. At a time when online shopping is more common than ever, on the other hand, unfilled positions can result in limited production and growth.

With these insights, it is clear as day that strategies of manufacturing recruitment need to adapt at speed and scale to meet the demands of the industry and the consumers. In addition to general methods of improving recruitment drives, below are two newly stemming ways to improve manufacturing recruitment.

Leverage new talents in the market

Start by reaching out to people in the hospitality sector for manufacturing recruitment. You can prevent trial by fire by making a major investment in onboarding, training, and work programmes (such as mentorships). Be sure to offer consistent, frequent feedback while fostering the "skills confidence" of these industrial rookies. You are encouraged to assure these displaced workers that you would train them in this new profession while also touting the advantages, such as enhanced employment security.

Widen source pool by sourcing from social media

Utilizing social networking is a must if you want to connect with the desired workforce, especially the younger generations. Use social media to promote manufacturing recruitment posts, company news and activities while showcasing training opportunities.

Conclusion

Having said that, you don't have to struggle alone. Your company needs a diverse, interesting, and targeted process to draw in, hire, and keep the best manufacturing talent available if you want it to expand at the appropriate rate and size. You may reinvent your manufacturing recruitment strategy with greater efficiency, data integrity, and the capacity to develop top talent by using a dependable AI recruiting software designed for enhancing the speed, scale, and structure of the recruitment campaign.