According to research organizations including Deloitte Consulting, the modern industrial manufacturing sector appears to be shaped by challenges and opportunities in three key areas: product innovation, staffing issues, and energy. While manufacturing in China slows down and oil and gas experience production shortages and other obstacles, manufacturing enterprises in the US will gain a distinct edge if they can manage to invest in emerging technologies, like embedded internet and wireless innovations. Savvy manufacturing organizations will also move quickly to shift to a cleaner energy grid. And of course, talent and staffing have been and continue to be an issue of major concern for US manufacturing managers.
In order to stay on top of technological and product development trends, smart CEOs are monitoring the marketplace and taking advantage of research and reports that lend weight to some investments and dismiss others. Converting to a new energy grid and shifting reliance away from fossil fuels and toward cleaner, more reliable sources will also require vigilance and quick, decisive action based on available data.
But what about staffing? What steps can you take now that can safeguard your access to the highest level of talent in 2017?
Engage with an experienced partner.
Choose a staffing partner with deep, extensive connections in every aspect of the manufacturing sector, and you’ll become a top choice for the most talented candidates in the field. Emerging graduates with degrees and certificates in machining, machine tooling, materials handling, engineering, and product design will have their pick of employers as the manufacturing market stabilizes and modern manufacturing facilities return from overseas. Choose a partner who can elevate your profile among top candidates.
Recognize the significance of new market dynamics.
During the recent economic recession, manufacturing managers could afford to move slowly during the staffing and hiring process. Ten rounds of interviews, lowball salary offers, poor retention programs and minimal benefits were accepted by candidates in a tight job market. But as the economy recovers, employers will need to compete in order to stay ahead. Invest in your candidates and they’ll be more likely to invest in you.
When you strike out in search of top candidates, where do you look? Can the most talented applicants easily find your job posts and recruiting teams? Are you targeting the very best talent in the marketplace, or are you casting a wide generic net? If you’re looking for a needle in a haystack, you’ll have an easier time if you go directly to the source and reach out to the active—and passive—candidates who can help your business grow.
For more on how to find and retain top manufacturing talent in a rapidly heating market, contact the Little Rock staffing experts at CSS.