The Secret to Attracting Youth to Manufacturing Jobs
A lot of focus has been put on the labor shortage in our manufacturing sector. There are a variety of factors contributing to this, including the industry’s reputation and lack of mid-level talent. Another big issue? The inability to get entry-level workers through the door. Even though the starting salary for manufacturing jobs is nearly twice that of the federal minimum wage, younger generations tend to be lured into other more glamourous industries (including healthcare and technology). However, there is one place—a cereal plant in Minnesota—that seems to be beating the odds when it comes to hiring young folks. Do they hold the secret to success in entry-level hiring? Let’s dive into their strategy.
The Alternative to a 4-Year Degree
There is a significant decline in the number of students pursuing a 4-year degree. The reasoning behind this has many factors, including wage growth for non-college grads and the cost-prohibitive nature of college attendance. The alternative to a 4-year degree has been presented to the teens in this area as a job in manufacturing, secured right after high school or vocational school. It was the right mix of exposure to the industry, plus an emphasis on how “times have changed” since the days of conveyor belts, that has allowed more young people to flock to the manufacturing world. While traditional 4-year degrees may promise unlimited possibilities, the same can be said for the trades—as long as we chip away at the stigma of choosing trades over a college degree. The breakthrough for plants in Minnesota was showing young people all the opportunities that lie on the production floor.
The Importance of Culture
Want to retain your talent? Take care of your employees, and not just when it comes to pay. There are a slew of ways to increase employee retention—just take a look at this list from the Society for Human Resource Management (SHRM). In addition to great pay, a focus on career development, mental wellness, and paid leave are among the top benefits those entering the workforce are interested in. There’s also profit-sharing and flexible working hours. Once recruits are in the door, the way to keep them there is provide them with a company great culture. Jobs in the manufacturing industry can be incredibly meaningful and fulfilling—so the trickiest part is to make sure new hires are aware of this. When companies take a “human-centered” approach, focusing on the talent and workplace culture that lies behind the plant doors, job seekers are more likely to apply (and less likely to leave).
The Advances in Technology
Manufacturing has come a long way since the assembly line days we might all be familiar with. It’s difficult for young people to understand this if they have no idea what the inside of a plant looks like or how it operates. Another way successful manufacturing companies are attracting younger generations is through exposure to the VR devices, robots, and augmented reality (AR) advances being made throughout the industry. Technological advances enable job seekers to pursue an interesting, challenging, and fulfilling career in the digital age—without the need for a college degree.
Providing students with college alternatives, exposure to the industry, a stellar work environment, and the latest in technology are the top ways manufacturers are hiring and retaining younger generations of skilled workers. In order to succeed in the industry, consider how you might adopt some of these strategies into your own business.