Manufacturing companies are faced with a variety of challenges in hiring. In addition to the lack of skills and a lack of competition with other industries for skilled workers.
Many young workers are hesitant to step away from manufacturing due to the belief that it is dangerous and low-paid. Manufacturers can counter this perception by working with vocational schools in the area and offering outreach programs and encouraging participation in the local community.
Skilled Work
Certain trades that require specialized instruction, which must be received by someone with experience in the industry. This can be a significant challenge for manufacturers who struggle to keep their workers. According to a study from 2018 the reason for this is due to the negative perceptions about the industry among young women as well as those who are in their 20s and 30s. There is also a lack of retraining as well as a disconnect between the technical education needed and the demands of the job.
With all the issues associated with attracting and keeping skilled workers, it’sa good idea for companies in the manufacturing industry to work with a recruitment agency to fill their open job openings. It can save time and money and make sure they’ve got the workforce necessary to run their businesses efficiently.
They are able to connect workers with jobs quickly, since they have access to a huge pool of talent. They also offer the option of hiring temp-to-hire so that employers can try out new hires before making a permanent commitment.
It’s worth noting that the need for untrained labor is declining since technology has enabled workers to do more work with less. But, despite this shift, the need for skilled labor will never go away. The newest generation of workers prefers a balance between work and life and flexibility than compensation which is why they’re usually willing to switch to other sectors to find the best opportunities.
Temporary Personnel
Our job as a manufacturing recruitment company is to match your company with the most talented talent. In the process of hiring we thoroughly review applicants their skills and experiences to find the ideal candidate for your operation. Then, we ensure that the applicant’s work assignments are in line with your production schedule as well as operational requirements, allowing you to maximize productivity and efficiency.
Temporary staffing can be a fantastic way for manufacturers to increase or decrease their workforce quickly and on a temporary basis. This is especially beneficial in times of fluctuating demand or an operation undergoes an annual shift. The temporary staffing option also allows companies to increase their workforce without having to commit long-term.
If you’re a welder machinist or quality control inspector a recruitment agency can find competent candidates who have the experience for any production role. Temporary-to hire positions let employers evaluate a candidate and make a well-informed hiring decision.
Candidates can use temporary assignments to showcase their talents, develop a good work ethic and integrate seamlessly into the work culture of the organization. They also serve as a stepping stoneinto permanent employment, providing an easy path to progression in the future when the time comes. A reputable agency will also make sure that the assignments given to candidates are in line with their rights under the law. This reduces the risk of misclassification issues and ensures the compliance with labor laws.
Addressing the Skills Gap
It is no secret that companies have struggled with a skills shortage for quite some time. Recent events have made the situation worse: the pandemic and supply-chain bottlenecks have pushed manufacturers to address the issue. The advancing technology that is changing the traditional roles as well as a workforce who may not receive adequate off-the job training contribute that are causing a gap to grow in the recruitment in vietnam manufacturing sector between jobs and skilled talent.
It’s not just about high-tech jobs or titles that incorporate buzzwords that are digital. Based on research, vacancies in advanced technology, manufacturing skills and operational management might remain unfilled for many years.
As the skills gap continues to increase, companies must rethink how they recruit and train their employees. Many are turning to recruit agencies which have access to a greater number of candidates and are able to handle the tedious tasks of interviewing and screening candidates, allowing managers to focus on more important projects. They also are aware of the specific competencies required for each role and can help in matching applicants to the requirements of their clients. Some are even experimenting with various compensation strategies, including incentives for retention and bonuses to start to lure the top talent. Additionally, some are returning to a method which was once commonplace in the industry that was a part of the employer-sponsored training.
The latest trends in manufacturing employment
Manufacturing’s workforce is aging and it’s no wonder that recruitment teams have a difficult time finding the next wave of talent. Additionally, the business is evolving towards technological advancements and requires new skill sets. For example, many manufacturers are seeking employees who have experience in robotics, IoT as well as digital transformation. Additionally, a lot of firms are providing professional development programs for their employees. This way, they can keep their employees updated on the latest advancements.
The companies are also adopting flexible work models. They are also accepting flexible work styles. This is a way to draw in candidates looking for a more balanced work-life. It’s also a method to keep their talent pipeline full. This strategy is effective.
Despite the difficulties, manufacturing is growing at a rapid rate. By 2024, the manufacturing sector will have increased by over 800,000. It will be difficult to hire and find employees. Recruiters have to be aware of the latest trends to locate the ideal employees for their company. In the manufacturing industry, for instance 55% of companies place importance on the scheduling of interviews that is dictated by the applicant. Both the team and the candidate can save time by scheduling interviews as needed. 39 percent of manufacturing teams anticipateto have difficulty in retaining candidates. They need to improve the experience of candidates and improve the transparency of the process.