Manufacturing has changed — and it continues to change — opening up new opportunities for the skilled technical talent that will power the modern manufacturing floor. Driving the speed and scope of manufacturing evolution is:
The global industrial automation market is projected to grow from $191.74 billion in 2021 to $355.44 billion in 2028 at a compound annual growth rate (CAGR) of 9.2 percent in forecast period.
Employer surveys and industry and government reports have raised concerns that the nation may not have an adequate supply of skilled technical workers to achieve its competitiveness and economic growth objectives in the 21st Century.
Skilled technical occupations are those that power the modern manufacturing floor through digital, automation and sustainability technologies. Skilled Technical talent is the bridge between manufacturing processes and high-end digital capabilities, possessing expertise in manufacturing processes, electro-mechanical skills, and digital technology.
Of the fastest growing manufacturing occupations in the next 10 years, 5 out of the 6 require a skill set that spans human and technical aspects but often do not require post-secondary education.
Examples:
A couple of areas that are especially in need of Skilled Technical talent:
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Though the talent shortage may be starting to correct itself in some industries, there is still an ongoing shortage of Skilled Technical workers in Manufacturing. Employers are taking a multi-source strategy, leveraging their relationships with tech schools and high schools as well as investing in their own training programs to build a pipeline of talent. Taking a diversified approach to building a portfolio of skilled technical talent is an excellent first step.
But, as is the case with any talent shortage, manufacturing leaders need to have their ear to the ground regarding what workers want now and what they will want in the future. The good news is that many people are attracted to jobs that are perceived as ‘high tech’ and ‘digital’ —and that’s precisely what these are. Leading with that in your attraction and recruitment efforts is sure to pay dividends. In addition to better pay and flexibility in scheduling, our research shows [link] that individuals are looking for employers who will invest in their development and who are clear about the wider purpose of the work. Being bullish about upskilling and career pathways in your attraction campaigns will serve you well in the short-term and in the longer-term as talent seeks to growth with you. And on the point of purpose... for so many, the process of creating things on the manufacturing floor and being a ‘maker’ fulfills that need; whatever your higher purpose is in your business, make sure that your attraction campaign reflects that.
In a highly competitive market, many organizations are finding the greatest value in direct hire for securing employees for their Skilled Technical roles. Ensuring they are designing the job, the short- and long-term career path, and the benefits in an attractive manner that addresses what workers are looking for today gives them an even greater competitive advantage when seeking this highly sought-after skilled talent. For some specific ideas, watch our recorded webinar, How to Recruit, Retain, and Grow Women in Manufacturing and Technology and read The Future Factory, Mapping the Skills that Will Power Manufacturing.
To ensure a competitive advantage in advanced manufacturing, you need a plan and, better yet, a partner to assess your needs and move forward. Manpower Skilled Technical is here to help you thrive during a time of rapid evolution. We are leading the way in creating in-demand talent through our advanced manufacturing career pathways and Academy of Advanced Manufacturing, our partnership with Rockwell Automation. This complimentary 12-week course prepares military veterans for a career in advanced manufacturing.