Top tips for recruiting within the Manufacturing Industry

Recruiting for the manufacturing industry comes with its own set of unique challenges and requirements.  Industry-leading reports have highlighted that the manufacturing industry faces a pronounced skills shortage, with 81%* of manufacturers struggling to find the right talent. Rapid technological advancements have intensified this demand, creating a widening skills gap. Manufacturers are urgently seeking solutions, and talent acquisition strategies must evolve to meet these needs.

Here are some best practices for recruiting talent into the manufacturing sector, as well as some insights drawn from industry-leading reports, especially tailored to the UK context:

1. Understand the Industry and competition: Before starting the recruitment process, it’s crucial to have a deep understanding of similar and other areas of the manufacturing sector, including the various roles and required skills.  You may have exit interview data where people may have left to join similar companies or other manufacturing businesses.
2. Job Descriptions: It is important to write clear and concise job descriptions. Highlight specific skills, qualifications, and experiences required for the role. Include details about machinery or processes that the candidate might be expected to work with.  This will significantly support your whole recruitment process, how you shape your questioning as well as monitoring performance once the individual commences employment.
3. Skills Testing: Depending on the role, it might be beneficial to incorporate practical tests or simulations to assess a candidate’s skills. For roles that require operating machinery, for example, a hands-on test might be appropriate.  Any additional testing that can be carried out will enhance your recruitment process and help you select the right person for the role.
4. Engage with Technical Schools and Universities:  Depending on the level of individuals you require in your business and how much training would be involved it is a good idea to build relationships with technical schools and universities.  This can be a great way to tap into emerging talent and they are normally able to advertise roles for you on their specific platforms.  Offering internships or apprenticeship programmes can also create a pipeline of future employees.  There is an apprenticeship levy that was devised to enhance talent development, however 72%* of manufacturers believe the system requires reform to better serve the industry’s needs.  However it does mean for businesses who may or may not pay the levy can draw down funding for apprenticeships.
5. Local Advertising: Utilise local job boards, newspapers, and community centres. Many manufacturing jobs might attract local talent, so it’s essential to have a presence in local advertising channels.
6. Offer Competitive Salaries and Benefits: The manufacturing industry, especially skilled roles, can be competitive. Ensure that your compensation packages are in line with or better than the industry average to attract the best talent.  Industry leading reports suggest that the UK manufacturing sector offers wages that are 9% higher than the national average, making it a compelling industry for prospective talent.
7. Promote a Safe Working Environment: Safety is a major concern in the manufacturing industry. Highlighting your company’s commitment to safety can be a significant draw for potential candidates.
8. Diversity and Inclusion: Make efforts to create a diverse and inclusive workforce. This not only broadens the talent pool but also brings in diverse perspectives, fostering innovation.  With 37% of manufacturers focusing on creating diverse workforces, recruiters must prioritize inclusive recruitment practices, remember diversity drives innovation.
9. Employee Referral Programmes: Your current employees can be a great source of referrals. They often have networks within the industry and can vouch for the company culture and benefits.
10. Continuous Training: Emphasise opportunities for continuous learning and development. With the rapid advancement in manufacturing technologies, candidates often look for employers who offer opportunities to upskill.  67%* of manufacturers have adopted digital technologies, emphasising the need for professionals skilled in AI, robotics, and digital operations. This shift may mean companies and recruiters should try and identify candidates proficient in both manufacturing fundamentals and emerging technology.
11. Flexibility: Where possible, offer flexible working hours or shifts. This can make your company more attractive, especially to those balancing family and work.   45%* of manufacturing companies now offer roles with increased flexibility, however we also appreciate that most manufacturing companies will be unable to support hybrid or remote working but it’s important where you can to try and adapt to this trend.
12. Stay Updated with Compliance and Regulations: The UK has specific regulations related to employment and the manufacturing sector. Ensure that your recruitment process complies with all local laws, including non-discrimination policies.
13. Feedback Mechanism: After the recruitment process, solicit feedback from candidates, even those you didn’t hire. This can give insights into areas of improvement.
14. Retention Strategies: Recruitment doesn’t end once a candidate is hired. Implement a comprehensive onboarding and induction programme as well as retention strategies to keep talent engaged, motivated, and loyal to the company.

Remember, the key is to build a strong employer brand, offer competitive packages, and ensure that the recruitment process is smooth and transparent. This will not only help in attracting the right talent but also in retaining them.

Please contact helen.gilfillan@hrdept.co.uk if you’d like assistance with your recruitment preparation, searches or onboarding.

 

• Source Make UK 2023 Strategy Report, Manufacturing Outlook 2023, UK Manufacturing The Facts 2023