Flip Flops. Ice cream cones. Backyard BBQs. Daydreaming of summer? We can’t blame you.
While you may be busy making plans for fun in the sun, do you have a plan for ensuring you have enough staff coverage this summer?
The manufacturing skills gap, along with a national 4 percent unemployment rate, has created an increasing need for industrial workers and a highly competitive market. According to a recent study by Deloitte and The Manufacturing Institute, the widening manufacturing skills gap is expected to grow from about 488,000 jobs left open today to as many as 2.4 million manufacturing jobs in 2028.
With a consistently low unemployment rate and a widening gap in manufacturing skills, the pressure is on to be as creative and skillful as possible to ramp up for peak season. As experts in the industry, we know the challenge you’re facing. Here are three best practices, based on our 30 years in the business, that can help you reach your peak season fill rate goals.
Timing Really is Everything
It’s never too early to start. It’s best practice to define your recruiting strategy and standardize your candidate criteria at least six months ahead of peak season. Then begin to energize your candidate pipeline by highlighting specific requirements that reinforce your strategy. When you are ready to hire, you’ll have a ready pool of applicants, with the right skill set, who are ready to get started right away.
Ask a Friend
Referrals from current employees can be an easily leveraged tactic for sourcing quality talent- especially during peak when you need high quality, eager staff with low potential turnover to supplement your existing workforce.
Organize your employee referral program around specific goals in order to maximize effectiveness. For example, increasing your referral conversions from 10 percent to 20 percent is a measurable, achievable goal that will direct program focus.
To help boost the amount of quality referrals you receive, offer incentives to employees for referring their friends and family. By doing so, you will cultivate an engaged referral culture that will benefit you during peak hiring season and beyond.
Location, Location, Location
Millennials and younger workers seek positions that offer perks beyond pay, like community involvement opportunities and flexible schedules. To discover the best fit, many job seekers attend local job fairs and events where they can explore a variety of positions available in their community.
Building authentic partnerships and actively engaging with local organizations and schools can help gain a better understanding of what job seekers value during peak hiring seasons in your area. With that knowledge, tailor incentives to the needs of your community and create flexible options and additional benefits. This will increase the appeal of your open positions, and more importantly, help you stand out from the competition.
For example, if your facility is located in a remote area, providing free transportation for workers can aid your recruiting efforts.
Partner with an Expert
Peak season recruiting is always challenging. As the market shifts, companies like yours need a strategic partner with insights that can help them adjust overall workforce strategy as well as recruit quality applicants in order to ensure smooth, efficient operations.
Staff Management | SMX has been connecting people and work for over 30 years. Our mission is to help our partners drive business growth and remain flexible while responding to increasing demands, variable operational costs and constant change. Specialization in contingent workforce strategy and implementation uniquely positions Staff Management | SMX at the crossroads of industry and workforce– allowing a deep understanding and holistic view of the way the world of work works.
Now that you have your peak season staff ready, check out these 5 tips to boost your workforce’s productivity and ensure your business meets it peak season goals.
