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4 Considerations for Manufacturing Staffing

More than two years after the onset of COVID-19, we continue to observe its lasting effects on business–especially in the manufacturing sector.

The pandemic sparked and intensified many staffing challenges for manufacturing companies, many of which are evolving, and others taking root in a more permanent way as we enter the second half of 2022.

Today we will take a look at the top four staffing considerations for businesses in manufacturing.

Shifting Focus on Hiring for Soft Skills to Combat Labor Shortages

It’s a tough time for finding qualified talent, especially in an industry like manufacturing with severe labor and skills shortages.

Rather than prioritizing hard skills, organizations are taking a different approach to the way they assess a candidate’s potential.

Businesses may have an easier time by hiring candidates for their soft skills, like communication, adaptability, and emotional intelligence, and then training the individual on their specific job duties.

Of course, there are many positions within the manufacturing industry that require experience and deep knowledge, but for entry-level positions, or those that can be taught, consider taking the route of training.

Also, when looking to hire new talent, be sure to market the advantages of a career in manufacturing.

There are many reasons why potential employees should consider a career in manufacturing, including:

  • job security
  • room for growth
  • opportunities to work with cutting-edge technology

Be sure to demonstrate examples of how your business offers these opportunities to employees in order to attract the top talent on the market.

Reshoring U.S. Jobs to Minimize Supply Chain Disruptions

The supply chain disruptions that began in 2020 continue to challenge the manufacturing sector in 2022, making it increasingly difficult and costly to work with offshore entities.

In fact, according to Bloomberg, it has become more than six times more expensive to ship a container from Shanghai to Los Angeles when compared to May 2020.

Responses to the ongoing challenges in global supply chain operations will require a big-picture evaluation of the supply chain to eliminate bottlenecks.

To offset the delays and costs of working with organizations overseas, along with new tax incentives, many manufacturing businesses are ramping up hiring efforts locally--within the United States and across North America.

Consider working with industry experts. Increasingly more manufacturing businesses are turning to staffing agencies to assist in their search for quality U.S.-based talent.

Investing in Internal Training Programs to Mitigate Skills Shortages and Retain Talent

Materials and imports aren’t the only things in short supply for the manufacturing sector. As we have seen in the past several years, labor and skills shortages continue to plague the industry.

And with a projected shortage of “2.1 million skilled jobs by 2030,” according to Deloitte, this problem isn’t likely to resolve any time soon.

To mitigate labor skills shortages, companies are beginning to emphasize upskilling and reskilling existing employees.

Investing in professional development for existing employees is not only a great way to keep your employees engaged and motivated, it’s a great way to close the skills gap due to labor shortages in your organization.

Greater Emphasis on Competitive Employee Retention Strategies

Fierce competition in a tight labor market makes retaining talent a challenge. It’s more important than ever that organizations evaluate their retention strategies to incentivize top talent to stick around and prevent them from looking elsewhere.

It’s not only wise to keep top talent around due to the skills they’ve developed and knowledge they’ve gained, but turnover can be very costly, too.

To focus on retaining employees, evaluate and refine your business’ current strategy. We’ve got a few ideas for you to consider adding to your retention plan.

One way to improve retention rates is to conduct stay interviews. These serve as an effective way to learn what your business is doing well and what it could be doing better.

Another way businesses can keep their existing employees onboard is through prioritizing appreciation and recognition. Tell your employees when they do a good job. Express gratitude. Employees are motivated when they feel appreciated.

Lastly, ensure your workers are paid a fair wage. Don't know what the going rate is for a specific role? FrankCrum Staffing offers salary benchmarking and wage analysis guidance specific to industry and location. Contact us to learn more: (888) 670-1844.

Final Thoughts

The manufacturing industry continues to prove its resilience in the face of ongoing challenges. In spite of inflation, long lead times, and an ongoing talent shortage, the demand for goods remains high and companies are rising to meet them.

Our staffing team here at FrankCrum Staffing are employment experts in a variety of industries, including manufacturing and light industrial, supply chain and e-commerce, call centers, and professional services. We are not only here to help you hire top talent for your organization but also to help guide you through ongoing industry challenges with full-scale HR support.

Contact FrankCrum Staffing today to speak with one of our hiring experts about how we can support the needs of your manufacturing business at (888) 670-1844.