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This page is set up to give you the latest information on what’s happening in the hiring market right now, as well as the trends manufacturing businesses, are facing when it comes to hiring. We have compiled the latest stats, arming you with all the data you need to make informed decisions when looking at your hiring plan.
Manufacturing growth slowed to a 19-month low in January 2022, while demand for manufacturing goods remained high. With the manufacturing sector still over 200,000 workers shy of where it was before the pandemic, the pandemic is having an impact on the labor force. Millions of the country’s factory workers who simply do not have the luxury of being able to miss a paycheck. Low-income Americans who are most likely to work exhausting and demanding jobs often have no other option. Clearly America’s frontline workers don’t have a social safety net that can deal with these issues.
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Accounting for 11.7 million jobs in America alone, it is incumbent upon HR to properly identify the challenges that currently exist and fully utilize the sector’s tremendous potential and importance. Properly understanding these challenges is imperative before diving into potential solutions.
In order to pivot its workforce to attract workers to the industry, manufacturers both from discrete and industry must vastly improve its ability to create and foster engaging work environments. At an estimated 25% employment engagement level, the sector trails the national average by a full 8%.
The average age of today’s skilled worker is 56.
The impact of staffing shortages is being felt across every facet of the senior care industry. And with competition for talent shifting so dramatically outside the industry, providers must do more to retain the staff they have, develop inclusive environments, and make the industry more attractive to the non- traditional workforce, such as students, retirees and gig economy workers.
Tap into local high schools and colleges to get the word out about manufacturing careers; open the factory to tours.
Communicate with local educators about what skills are needed from future graduates.
Change job descriptions to focus less on a job candidate’s past positions and more on what’s really needed to do the job.
Recruit populations underrepresented in manufacturing, such as women and veterans.
Beef up apprenticeship programs.
Automate jobs that are going unfilled.
The coronavirus sent shock waves through the world economy and manufacturing. In March, the sector experienced the largest monthly decrease in output since 1946, and the downturn left companies on uncertain ground.
Sources: Board of Governors of the Federal Reserve System (April 2020) and the National Association of Manufacturers (March 2020).
Manufacturing companies can offer a range of employee benefits to stay competitive—flexible hours and scheduling, competitive pay and training, to name a few.
It’s not your grandfather’s manufacturing.
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