Like it or not, working in the manufacturing industries isn’t a dream career for many young people — and this could be a problem for HR team members and executives in the near future. That’s because Millennials will make up 75% of the workforce by 2020. If you want to gain more hiring momentum, you need to tap into the potential of digital tools.
Recruiting online and offering modern training helps eliminate the stigma of the manufacturing trades. When you prove that these industries aren’t stuck in the dark ages, a new generation of workers will start to take interest. These same digital tools will also strengthen your employee retention. Here are four ways to use digital techniques to appeal to and keep new manufacturing talent.
1. Expand Your Online Presence
The days of circling newspaper job ads are largely over. The next generation of workers are looking online for available roles — and they really do their research. That means you need to present a positive image of your company that entices these young people to apply.
Post job openings on Indeed, LinkedIn, and other popular recruitment apps. Don’t forget to create a profile for your company where you can talk about your mission statement and past projects. You can also use a social media page to post job offerings, give a behind-the-scenes look at your workplace, and help people get to know the executives. Having your HR on social media is an effective way of digitally marketing the employment experience to younger manufacturing talent where they’re spending their time.
2. Develop Modern Training Programs
Lengthy training programs are another roadblock facing manufacturing companies. If a potential employee has to undergo a long or confusing training period, they may not apply. It’s important to be able to boast a modern training program with digital components.
Streamlining your employee onboarding process will not only make recruiting easier for HR, but it can cut training costs and improve your bottom line. Utilizing a training management system keeps employees engaged from their first day. HR professionals can keep staff on track, while giving executives the peace of mind that employees are compliant.
3. Leverage the Internet of Things (IoT)
Creating better strategies for your daily operations makes your manufacturing business more appealing to new hires. Consider investing in updated communication programs and processes — IoT is a system of increasingly connected devices that can help meet this end.
Integrating IoT into your manufacturing business could mean a lot of different things. You could install equipment that can self-detect when it needs repair, and then sends an alert to a manager’s cell phone app. Or you could equip staff with tablets that allow them to remotely manage system alerts. More simply, IoT could allow an employee to handle their time clock using a digital app while they’re in the field. This advancement will streamline company processes, and attract and satisfy younger, tech-savvy hires.
4. Communicate a Clear Career Path
Your talent management strategy should include a clear path for advancement. Ninety percent of Millennials say they will stay in their job for 10 years if there are regular raises and room for career growth. It’s critical that you can show your new hires where their career will take them at your company.
A part of career growth is knowing there will be access to continued learning. In addition to having a set path for improving job titles, create a plan for regular online training. This keeps your employees prepared throughout their careers, and proves that you care about their development.
In a digital world where new workers are attracted to innovation and efficiency, it’s time for old habits to transition to new practices. Tap into the right tools and software to make your business stand out. Schedule a demo of BirdDogHR Talent Management System and see firsthand how going digital can help you attract and maintain manufacturing talent.
