Recruiting for manufacturing and light industrial roles is about more than just wages. With a projected 2.1 million unfilled jobs by 2030, and 73% of Gen Z not considering manufacturing careers, we need new strategies. Here’s how to attract and retain talent: - Flexible Schedules: Cater to diverse lifestyles. - Career Development: Offer training and mentorship. - Wellness Programs: Support physical and mental health. - Employee Recognition: Regularly reward hard work. - Unique Benefits: Think beyond standard perks. - Inclusive Culture: Foster a welcoming environment. Those are just a few suggestions. What other strategies have you found effective? #Recruitment #Manufacturing #TalentAcquisition #EmployeeRetention #WorkplaceCulture #CareerDevelopment #WellnessPrograms #InclusiveWorkplace #EmployeeRecognition #FlexibleSchedules
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With a projected 2.1 million unfilled jobs by 2030 and 73% of Gen Z not considering manufacturing careers, innovative strategies are crucial. Check out this article in Hired Magazine for insights on attracting and retaining top talent in manufacturing. #ManufacturingJobs #TalentRetention #FutureOfWork
Recruiting for manufacturing and light industrial roles is about more than just wages. With a projected 2.1 million unfilled jobs by 2030, and 73% of Gen Z not considering manufacturing careers, we need new strategies. Here’s how to attract and retain talent: - Flexible Schedules: Cater to diverse lifestyles. - Career Development: Offer training and mentorship. - Wellness Programs: Support physical and mental health. - Employee Recognition: Regularly reward hard work. - Unique Benefits: Think beyond standard perks. - Inclusive Culture: Foster a welcoming environment. Those are just a few suggestions. What other strategies have you found effective? #Recruitment #Manufacturing #TalentAcquisition #EmployeeRetention #WorkplaceCulture #CareerDevelopment #WellnessPrograms #InclusiveWorkplace #EmployeeRecognition #FlexibleSchedules
Beyond Wages: Recruitment Strategies in Competitive Markets
https://hiredmagazine.com
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For my LinkedIn friends about the questions asked by HR. Human Resources (HR) questions typically focus on assessing a candidate's suitability for a role, understanding their experience and skills, and determining their fit within the company culture. Here are some common HR questions: 1. Tell me about yourself. 2. Why are you interested in this position? 3. What do you know about our company? 4. Why are you leaving your current job? 5. What are your greatest strengths and weaknesses? 6. Can you describe a challenging situation you faced at work and how you handled it? 7. Where do you see yourself in five years? 8. How do you handle stress and pressure? 9. Can you provide an example of a time when you worked successfully as part of a team? 10. What are your salary expectations? 11. How do you prioritize your work? 12. Can you describe a time when you had to learn a new skill quickly? 13. What motivates you? 14. How do you handle conflicts at work? 15. Do you have any questions for us? These questions help HR professionals gauge a candidate's qualifications, work ethic, and potential for growth within the company.
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Director of Learning & Organizational Development @ NRG + Vivint | Strategist | Diversity Champion | Growth Specialist | Exec. Coach | GenAI Early Adopter | MBA Forte Fellow
Times are changing, and fast! According to a 2021 Bureau of Labor Statistics report, the average annual turnover rate is about 57%, making attracting and retaining talent tougher than ever before. The modern employee craves more than just a great salary and benefits, they want to work for companies that align with their goals and values. The good news, this article lists a few simple and free things that any leader can do. It has three of my favorite tips for leaders. 1. Clear Job Descriptions One of my favorite questions to trick managers is "when do you start setting expectations with a new hire?" It's not the first 1:1, interview or day one. It's the moment the applicant reads to try to understand what will be asked of them. Taking the time to get clear on this builds trust and starts the relationship with clarity (a builder of trust and engagement). 2. Employee Development Opportunities This can be accomplished by identifying clear goals to work towards, offering training courses and upskilling, mentoring, and promoting from within the organization. 3. Company Culture Gallup found that 52% of departing employees claim their manager or organization could have done something to prevent them from resigning. Your teams are spending 8 to 10 hours a day at your company. Consider their experience. Are you creating a place people want to stay? Would you want to spend 10 hours with your colleagues? Do they feel free to bring themselves to work? Check out the article by Business News Daily for more insights and strategies. #Upskilling #Futureofwork #Talentmanagement
How to Attract and Retain Top Talent - businessnewsdaily.com
businessnewsdaily.com
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The Struggle of Recruiting at the Start of New Year See here: https://rpb.li/Py7tkS #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #recruiting
The Struggle of Recruiting at the Start of New Year | ERE
ere.net
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HR Manager & Freight Broker at Empath Logistics LLC | Enhancing Talent Acquisition and Logistics Solutions
As an HR professional, I believe transparency and open communication are crucial in fostering a positive work environment. One area that often gets overlooked is the importance of informing candidates about all employment aspects, including any deductions and policies, well before they join the company. Often, candidates are only informed about these details after hiring, sometimes as late as two weeks before their salary is released. This can lead to unnecessary stress and financial uncertainty, which in turn can affect their dedication and ability to achieve sales targets. It's not just about financial stability; it's about ensuring candidates are mentally prepared and motivated. By discussing these details immediately after a candidate clears their interview and before they join, we help them plan better and reduce stress. Transparency is key to building trust and long-term working relationships. When candidates know what to expect, they are more likely to stay focused and disciplined, contributing effectively to their roles. As HR professionals, it is our responsibility to create an environment where employees can thrive without unnecessary stress. Informing candidates about all relevant details before they sign HR policies sets clear expectations and builds a trustworthy relationship from the start. Let's commit to open and honest communication. Transparency not only builds trust but also ensures a smoother onboarding process and long-term job satisfaction. Together, we can create a supportive and dedicated workforce. #HR #Recruitment #Transparency #EmployeeEngagement #StressManagement #SalesTargets #Discipline #LongTermRelationships
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The Struggle of Recruiting at the Start of New Year See more now: https://rpb.li/Py7tkS #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs #recruiting
The Struggle of Recruiting at the Start of New Year | ERE
ere.net
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Read on: https://lnkd.in/egr_PgU2 Are you struggling to retain your top employees? Check out these top 5 strategies to keep your best talent engaged and motivated. 🤝 Onboarding processes need to achieve two things. Attract the right #talent and retain the talent you attract. On average, 250 resumes get submitted per position with only 4-6 receiving an #interview. Statistically then, attracting staff is not a huge challenge but finding the right person is. This means that casting a wider net does not necessarily increase your chances for finding the right employee. Using precision in highlighting the right talent isn’t less, it’s more. #talentassessment #talentacquisition #hiring
How do I retain my best employees? - Top 5 strategies
sovaassessment.com
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Transparency in recruitment is key 🔑 for success 👏🏻 👩⚕️- right?!💡 This article piqued my interest, yours too! As a recruiter, I get to hear about when things haven't gone well 😩 [ A resignation that's pending ] and often it can be tracked back to the hiring where any holes 🕳️ become apparent. Check the article for more depth on points flagged 📌 above - what other considerations would you add though 🤔 ☑️ Discuss expectations openly, including 1️⃣ salary, 2️⃣ time commitment, and 3️⃣ reporting structure. ❌ Avoid mismatched expectations ⚖️ to prevent ✋ quick turnover ♺. ☑️ Don't forget to share company values 🫶🏻 and culture 🌐. 🙌🏻 Embracing transparency 🪟 benefits both #employer and #employee, ensuring a strong, lasting partnership. #Recruitment #Transparency #medtechhires #medicaldevice #recruiting #HonestHiring
Honest Hiring: The Key to Recruiting for Long-Term Employee Retention
https://www.inc-aus.com
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Chief Scientist at AIHR | Driving the Future of HR with AI and People Science | Keynote Speaker | Strategic Advisor | Thought Partner
If you reflect, how did your career journey unfold? Were all your decisions intentional? Did some just stumble across your path? We are interested to hear from you! We will be releasing a report on HR Careers early in 2024 and would love your input and your stories. Please take 6 minutes to click on the link below and share your career story with us. https://lnkd.in/eHndwQQn You can also read some of our current insights on HR Careers below. https://lnkd.in/egNPbM5Y #careers #hr #humanresources
The HR Business Partner Career Path & Progression: An Informative Guide
aihr.com
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