Hitting the bull’s-eye with talent acquisition is a tricky proposition in the manufacturing industry. Here’s what you should know to be successful.
Hitting the bull’s-eye with talent acquisition can be a tricky proposition. Fortunately, when you get it right, it can be a significant contributor to your organization’s ability to compete. Yet, failing to master the process can mean limping along with an underwhelming crew.
Considering the ongoing skill shortage that many manufacturing firms face today, the key to success is to transform your organization into the type of business your prospective employees want to work for. This often means finding ways to stand out from the crowd of employers that are vying for the same talent. While the benefit package your organization offers needs to be in alignment with your peers, attracting and keeping talented professionals often goes well beyond the dollars attached to their employment. Here’s what you need to know.
Build a Creative, Collaborative, Challenging Environment
People prefer environments where they have the opportunity to work in collaboration with team members to make continual improvements. This is true regardless of all the generations within your workforce. According to a recent IBM study, 42 percent of millennials, 47 percent of Gen Xers and 42 percent of baby boomers reported that one of the top reasons they leave a job is because they want a more creative environment. Remember, simply saying that you have a collaborative environment isn’t enough. You need to take the time to build a culture where employees are comfortable providing their input — even when it includes constructive criticism.
Keep Opportunities Rich
Not only do employees like healthy, challenging and open environments, but they also appreciate the opportunity to continually advance their own knowledge base. This often means providing access to advanced training. This is true whether you’re offering training that will improve skills that align with an employee’s current job, or training that prepares them for the next opportunity. There’s significant satisfaction in being part of a winning team, and having the best mix of skills and talent will help your employees continue succeeding. When a solid training plan is in place, it’s also an investment in your organization’s future. You may not always be able to find candidates with the exact skill set required, but when you can offer training, finding people who are willing to learn is the next best thing. Younger generations are eager to learn, and it may be helpful to pair new hires with seasoned professionals who are willing to share their expertise. Likewise, if there are opportunities to advance within the organization, be sure to stress the career path early on.
Promote Transparent, Fair Leaders
As confirmed by the IBM study, fairness is a premium quality for employees today, especially within the Gen X and millennial employees. Not everyone is looking for continual praise, yet there’s a noticeable dislike for favoritism and a lack of transparency. This often falls into place if your organization is transparent and collaborative.
In today’s competitive market, successfully adding talent to your business hinges on making your organization an attractive environment where employees have opportunities to thrive and contribute to collaborative success. If you build a well-rounded workplace, employees will not only want to work for you — they’ll also stick around.
