Key Takeaways for Manufacturing TA Leaders
5 Key Takeaways from Leap TA: Manufacturing Conference
The manufacturing industry faces a unique set of talent challenges and opportunities. According to the Q1 2024 Manufacturers’ Outlook Survey conducted by the National Association of Manufacturers, over 65% of surveyed manufacturing executives cited attracting and retaining a quality workforce as their primary business challenge.
Our team recently attended the Leap TA: Manufacturing Conference in Atlanta, where we had the opportunity to connect with industry talent and HR leaders, exchange ideas, and learn from one another. We left the conference with many valuable insights. Here are five key takeaways:
1. "Talent Attraction" emerges as a new challenge
In recent years, attracting and filling manufacturing jobs has become increasingly difficult. Deloitte projects that 2.1 million manufacturing jobs could remain unfilled by 2030, potentially costing the industry up to $1 trillion.
Several factors contribute to this challenge, including fewer high school students choosing trade schools, a new generation of workers finding manufacturing jobs less appealing, and a lack of awareness around the benefits of a manufacturing career. On top of that, a growing wave of retirees is opening more jobs to be filled.
As a result, many long-standing companies are now investing in building Talent Acquisition teams. They recognize the need to invest in talent acquisition efforts, such as partnering with high school STEM programs, leveraging new social media channels, changing perceptions about manufacturing jobs, and adopting new technologies to streamline hiring processes.
2. Shifting work priorities for a new generation
As a new generation of workers enters the labor market, they bring a new set of expectations and priorities. Flexibility, growth opportunities, and a strong company culture are increasingly important to these young professionals. In the wake of global work shifts following COVID-19, company leaders are rethinking how to build a healthy, engaged workforce. This can include implementing inclusive onboarding practices, offering thoughtful L&D programs for career development, and providing more flexible work arrangements.
3. Employee belonging is crucial for retention
Retention has become a significant challenge, particularly when poor hiring leads to high turnover among new workers. To address this, HR leaders are focusing on improving employee engagement and fostering a strong sense of belonging.
From onboarding to the entire employee lifecycle, it's essential to ensure your team feels connected to your company. Conducting engagement surveys can provide valuable insights into how your employees feel and where you can improve your culture. By prioritizing belonging, you can build a loyal and dedicated workforce.
4. Diversity drives better hiring and retention
Talent leaders increasingly recognize the importance of hiring from historically underrepresented groups, including women and veterans. Many companies are signing the 35 x 30 pledge, aiming to increase the percentage of women in the workforce from 29% today to 35% by 2030.
However, it's not just about hiring diverse talent; it's also about creating inclusive cultures that support them. This can include offering job applications, training materials, and engagement surveys in multiple languages, as well as implementing Employee Resource Groups (ERGs) that are accessible to workers with different schedules and working hours.
By embracing diversity and inclusion, companies can attract top talent from a wider pool and boost retention by creating a workplace where everyone feels valued and respected. Diverse teams bring fresh perspectives and innovative problem-solving skills, setting organizations up for long-term success.
5. Data is the foundation of HR success
Data lies at the heart of every successful talent and HR initiative. HR leaders must track hiring and retention metrics to identify areas for improvement. Throughout the conference, HR leaders shared powerful examples of using data to uncover insights and drive positive change in their organizations.
However, obtaining a clear view of HR data can be challenging, as it often lives in separate, often old and clunky, systems like HRIS, ATS, and surveys. Having a central source of truth for HR data––across various stakeholders including HR, executive leadership, department heads– is essential for gaining a unified view of the organization and making data-driven decisions.
The manufacturing HR landscape is evolving, bringing new challenges and innovative solutions. Increasingly, talent acquisition & HR teams are recognizing the need for tools and technologies to effectively navigate these challenges.
About Arbor
Arbor provides a centralized platform for HR data, allowing manufacturing companies to gain a clear understanding of their workforce and make informed decisions to attract, retain, and engage top talent. By leveraging the power of data and analytics, Arbor equips HR leaders with the tools they need to build thriving, future-ready organizations.
