It’s Not Your Grandpa’s Factory: Manufacturing Modernization To Attract Millennials

Why is engagement so important in manufacturing and trades? Because according to a 2013 industry report, for every four business positions workers retire from, the industry produces only one replacement. Worse still, it is projected that in the next decade, 2 million of the 3.5 million available manufacturing jobs will go unfilled due to a lack of available talent.

Now you may ask yourself, how can that be? With millions of unemployed Millennials facing an unemployment rate that’s twice the national rate, don’t we have enough people to fill those positions? Not until we change the image and perception of manufacturing, both for children and their parents.

For the past two generations, young professionals haven’t exactly seized the opportunity to work in manufacturing. Part of the problem is the stigma of manufacturing: working in a dirty environment, with outdated thinking and little room for growth. The other major issues are parents who have discouraged their children from attending technical or trade school and instead promote the value of a four-year degree from a college or university. According to the National Association of Manufacturers and the Institute of Manufacturing (NAM), only 3 in 10 parents would consider encouraging their child toward a manufacturing career. The perception has been that one enters the trades if one does not have “university material”. And parents want their children to be “college supplies.”

Now that the United States is experiencing a “manufacturing renaissance” and looking to produce its products again on American soil, there is an urgent and growing need for new talent.

So how can you make manufacturing jobs more attractive and attractive to prospective employees? You can start by modernizing your brand. If your company is stuck in an old and calcified way of doing business, you will have a hard time finding and retaining younger workers.

Today’s workers are digital natives. They are “wired” to technology in a way unlike any previous generation, and they expect to access it in the workplace. That is why it is essential that manufacturers not only have the cutting-edge technology of Industry 4.0 available, companies must promote the technology used in their production process. Millennials will be pleased, if not surprised, so know that more than two-thirds of US manufacturing companies are embracing 3D printing and more than half are using robots.

Find ways to better utilize mobile devices, video, and virtual reality in your hiring process, as well as throughout the plant. Millennials are used to watching videos to learn about new things, so why not use YouTube or another video website to give potential employees a realistic view of a “day in the life” of a worker at your facility. ? Keep videos to 2-3 minutes or less and take advantage of the “wow” factors of the job. Not sure what they are? Ask current members of your team what they enjoy the most about their work. You may even want to interview them and let them share their story on the video. By doing so, you are letting job seekers know that this is not your grandfather’s factory!

One of the first places to start is your business website. Yes, it’s a great place to share what your business is about, but it should be real, not a bunch of marketing buzz. Find ways to share your company’s culture and mission. What is it like to work there? Show how your products and services serve a greater mission than just making a profit. Take advantage of your online presence to show how your business is making a positive impact on society.

Then check their social networks. (Now if you’re saying “What’s that?” Or “That’s just a fad,” you have a lot of work ahead of you.

Find out where your potential hires are hanging out. They may not be on Facebook, they can choose Instagram, Twitter or LinkedIn instead. It is important to make sure your channels are active and up to date. Give your employees the opportunity to share what is happening from their perspective. Post pictures of social events, charity projects, and other fun occasions. Does your company seem like a fun place to work from a social media point of view? If not, look for ways to improve public perception. When done right this can be a relatively quick fix – just start posting! When you have an active and engaging presence on online social media, you build credibility with potential hires from younger generations.

Lastly, keep in mind that millennials are always connected. They seek one-to-one communication and immediate feedback. They view their managers and leaders as their peers and want access to them. If the only time you are giving feedback is during the annual review process, you will lose. There are many online tools, pulse-type surveys, and artificial intelligence programs that can help provide feedback on demand. Communicating frequently and keeping employees informed will do wonders for developing engagement and performance.

The digital nature of today’s manufacturing is opening up many opportunities for skilled positions, transforming the manual nature of a factory job into the high-tech environment that it is today. According to Vicki Holt, President and CEO of Protolabs, “Digital manufacturing is revitalizing our industry and creating new opportunities. The skills gap represents a fundamental obstacle for all of us. But it is encouraging to see renewed optimism in a new generation of workers. , and to hear that they understand that this is not their grandparents’ manufacturing industry. There is a lot of work ahead, but this is a good start.