Leveraging Technology to Attract & Retain Top Talent in Manufacturing
It is no secret that manufacturing is in the middle of a workforce crisis right now. It's estimated that there will be a shortage of over 7-million manufacturing workers in the U.S.
And what the worker shortage is here in the Twin Cities is really anyone's guess, but it's substantial! And when you add the challenge of trying to find skilled workers, and the fact that Millennials are not flocking to manufacturing, the problem is multiplied.
What is causing this shortage?
First, Baby Boomers are retiring
More than 76 million Baby Boomers are set to retire in the next few years. And the percentage they make of the workforce will drop from 80% to below 40% by 2022. It is estimated that 10,000 baby-boomers are hitting retirement age every day!
Second, the next generation of workers are Millennials
And the hard truth is, Millennials are not flocking to get involved in manufacturing. They are a unique generation, with their own needs and expectations. Millennials will make up more than 75% of the workforce in the next couple of years, so it is critical to know how to deal with them.
Third, the digital and technology transformation in manufacturing
A technology transformation is occurring in every industry in the world, and no industry is more affected than manufacturing … mainly small to medium-sized companies. And it's known that the manufacturing industry has been a bit slow in embracing this change, and Millennials realize it and are shying away.
What's the solution?
The answer is to fully embrace this technology transformation to not only grow your company, but to attract and retain the top talent. And it's also critical to leverage the right technology as well, so you need to know that you have the right technology partner to help you through it.
Keep reading, click on the links to learn …
- How technology in manufacturing can be a game-changer
- Why Millennials are the future and how to attract them
- Creating a technology culture
- The 4 biggest mistakes manufacturers are making when attracting talent