How to Attract the Next Generation to Manufacturing Jobs

Have you heard about the skills gap? The Skills Gap Report was first published in 2001 by the Manufacturing Institute and Deloitte. It was a “landmark study identifying the mismatch between the skills of available workers and skills that manufacturers demand.” The 2015 Skills Gap Report reinforces the findings of earlier reports that manufacturers will continue to face challenges in finding talent to prevent worker shortages in the near future.

Attracting the right workers to the industry is a must. As the Millennial generation enters the workforce, manufacturers will need to learn how to become more attractive to the next generation. One of the first steps is changing the view of the industry to potential employees. Manufacturing stills holds the reputation as being dirty or dangerous and providing little job security. Those of us in the business know that isn’t true. So, how do we appeal to millennials?

To become attractive to the workforce of the future, Motivated Monday offers insight into what Millennials are looking for in an employer. These 12 ways may help you understand this next generation to not only attract them but to retain them in the industry.  They are:

  1. Technology: Millennials have been raised with the best and newest technology. State of the art and cutting edge are where they gravitate to.
  2. Purpose: Millennials want to work for the greater good. A sense of community outreach and culture of purpose are what they are looking for.
  3. Work/Life Balance: Workplaces that allow employees to enjoy work, family, and fun are the most appealing.
  4. Feedback: Regular feedback is required to build employer loyalty. Communication is a key factor.
  5. Personable: Millennials want to connect and engage with bosses on a personal level.
  6. Training: This generation loves to learn new skills. Keeping this generation engaged at work takes training and development opportunities.
  7. Socialize: The 20-30 somethings want to build comraderies and loyalty. Outside of work socializing helps connect them to their workplace.
  8. Collaborative:  This group has been working in groups their whole lives. They thrive on working together to meet goals and having their ideas and input count.
  9. Challenge: They love to be challenged but require the right motivation to help them rise to the occasion.
  10. Charity: Raised in a community-service environment, they respond to companies that give back.
  11. Competitive: This group loves to win. A competitive atmosphere will drive them to hard work.
  12. Trustworthy: Trust does not come automatically for this group and must be earned. But, once they trust you they will give you their loyalty.

Our work with young people (see our April blog) has given us this insight into the workforce of the future. The talent is out there, but to maintain a strong workforce and eliminate the skills gap we must adjust to the changing times and understand where the next generation is coming from.