What we used to refer to as “factory workers” are now commonly called “manufacturing employees.” While the name has changed, the negative perception hasn’t. Movies and television portrayed factory jobs as miserable and soul-sucking, and the generation that grew up watching still believes this today.
This is causing a major recruitment issue in the manufacturing industry. A third of recruiters in manufacturing say they’re unable to fill openings. A signification portion of the current manufacturing workforce is retiring, and the upcoming generation considers it a lower job in society – a major stigma recruiters are fighting.
Breaking the Stereotypes
When people think of factory jobs, their minds tend to conjure up images of the toothpaste factory in Charlie and the Chocolate Factory or perhaps even Lucile Ball in the candy factory. And while conveyor belts haven’t died out, manufacturing is much more sophisticated and high-tech today. Manufacturing employees often use automated equipment and computers, which is attractive to the newer working generation. That’s why more and more manufacturers are working directly with high schools to let students see how innovative factory work has gotten themselves. Manufacturers are also beginning to participate in apprenticeship programs with high schools and fast-track training programs with community and technical colleges.
Manufacturing employers are tackling turnover in all sorts of creative ways. One of those is using hourly employee recruitment tools and software. Retinent, for example, incentivizes hourly employees to refer quality candidates. These incentives are increased if that candidate is hired. The longer the new hire stays, the better for the employee that referred him or her. Employees are encouraged to not only refer others to your company but stay at your company (they’re rewarded for that too). It’s a great tool for every company that employs hourly workers. Contact Retinent for a free demo today.