4 Comprehensive Strategies to Hire in Manufacturing
With a highly competitive global hiring market, supply chain disruptions, and swift advances in technology, HR teams within manufacturing are doing everything they can to attract and retain their skilled workers. A study from the Workforce Institute at UKG found that finding talent with the right skills has been more difficult. 38% of manufacturers faced this issue before the pandemic; today, it has increased to 54%.
In the Asia Pacific region alone, global hubs for manufacturing accounts for nearly 48.5 percent of the worldwide manufacturing output.
However, HR teams shouldn’t be focused solely on attracting candidates. They need to have a comprehensive approach in their overall hiring processes that can reduce employee turnover, improve employee morale, and increase productivity. We highlight 4 key strategies that can help HR teams improve how they handle hiring demands and help ensure they have the right talent for their business to succeed.
To learn more about our manufacturing- focused solutions, visit here.
1. Attract a Younger Generation of Candidates
In The 2021 Deloitte and The Manufacturing Institute’s study, 68% of manufacturers surveyed believe that there is a skills shortage in the industry, with 34% reporting retirement of baby boomers as being a top cause of the skills shortage. HR teams are now looking to attract more young workers into the industry to fill these open jobs.
However, a variety of factors have now made working in manufacturing unappealing for younger workers. Negative industry perceptions, such as having dirty or outdated workplaces or providing lower wages, and lack of awareness of manufacturing jobs can influence younger workers to move into a different career path.
HR teams can help address these views by:
- Emphasizing the increased use of technology in the workplace, showing a greater need for technical savvy
- Using social media and other platforms to educate younger people on the nature of manufacturing jobs
- Provide opportunities for career development
2. Screen Your Candidates Quickly and Safely
Background screening is one of the most critical components of the hiring process, yet it can be both complicated and time-consuming for both employers and job seekers. Manufacturers also need to follow specific requirements more intricate than standard, conventional background screening.
As HR teams are tasked with hiring more and more candidates, preventing delays and disruptions in the background screening process is a must to reduce candidate drop-off. In Sterling’s Hiring Reimagined report, 70% of recent job seekers reported that they dropped out (or considered dropping out of) the last hiring experience they had. Moreover, 25% said they had an issue with the background screening process.
HR professionals can realize many business benefits when streamlining this process with a reliable background screening partner, including:
- Faster and more accurate results
- Maintaining compliance and staying ahead of regulatory and industry requirements
- Simplifying your candidate’s experience to prevent candidate drop-off
Beyond making it easier to right-size background checks to meet the requirements for safety-sensitive roles, a background screening partner with deep market expertise in the manufacturing industry can enable hiring teams to make faster and more informed hiring decisions.
3. Onboard Your New Hires More Efficiently
When onboarding goes well, the benefits from increased employee engagement directly impact organizational success. Employees who complete an effective and detailed onboarding program quickly become more productive, are more likely to be enthusiastic about their organization, and ultimately can become a brand ambassador for your company.
Developing a 30/60/90 plan for onboarding can set your new employee up for success. By creating a comprehensive guide helping your new employee to understand what’s expected of them during their first 90 days, they can quickly transition from being a ‘new hire’ to a full-on contributor to your organization.
4. Retain Your Best Employees
HR teams are getting more creative in attracting and onboarding new talent. That’s why it’s critical that they develop and implement an effective employee retention strategy. Addressing employee retention in this way can help them to lower costs associated with hiring while also boosting employee morale.
While onboarding and retention are commonly seen as two separate HR strategies, there is considerable overlap between the two. 50% of companies that implement a formal onboarding program could see greater employee retention among new recruits.
So how can manufacturers improve their retention strategy?
- Recruiting the right person: Hiring the right candidate who aligns with your organizational culture will help your employees be more engaged and satisfied in their role. On the other hand, moving too quickly to hire new talent can be financially costly by at least 30% of the individual’s first-year expected earnings. Conducting an accurate background check can provide the level of detail needed to address workplace safety and help you hire with confidence.
- Making a positive first impression: As mentioned above, developing a formal onboarding plan can pay dividends for both your employees and your organization. A smooth onboarding experience will help increase employee engagement and help ensure they understand their responsibilities and expectations from the first day. 69% of employees are more likely to stay with a company for at least 3 years after having a great onboarding experience.
- Investing in your employee’s professional growth: Taking part in an employee’s professional development is a powerful investment for a company’s success. Providing opportunities for your employees to learn new skills can boost their confidence in their role and encourage them to stay and grow along the organization.
Developing a comprehensive approach in the hiring process can enable HR teams to improve how they attract, screen, onboard, and retain their employees. By doing so, manufacturers can make informed and objective hiring decisions, which can ultimately lead to a more successful and productive workforce.
Sterling offers end-to-end employment background screening services to help manufacturers protect their employees, customers, and community. To learn more about our manufacturing-focused solutions, visit here.
Sterling is not a law firm. This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.