{"id":83631,"date":"2024-04-24T02:00:00","date_gmt":"2024-04-24T02:00:00","guid":{"rendered":"https:\/\/content-stg-talogy.pantheonsite.io\/?p=83631"},"modified":"2025-09-08T15:05:32","modified_gmt":"2025-09-08T15:05:32","slug":"what-top-companies-are-doing-to-close-the-manufacturing-skills-gap","status":"publish","type":"post","link":"https:\/\/talogy.com\/en\/blog\/what-top-companies-are-doing-to-close-the-manufacturing-skills-gap\/","title":{"rendered":"What top companies are doing to close the manufacturing skills gap"},"content":{"rendered":"\n

Not to brag, but I\u2019ve been to my fair share of manufacturing plants in this country. If you don\u2019t work in manufacturing<\/a>, you may think that all plants look and act alike. (If you\u00a0do<\/em>\u00a0work in manufacturing, then you know how very wrong that is.) <\/p>\n\n\n\n

But there is one factor that tends to unite manufacturing companies nowadays, regardless of the product being produced: They are all feeling the skills gap. This predicament is the result of a perfect storm: Experienced workers are retiring, the manufacturing industry is booming and in need of more workers, and eligible young applicants are largely unfamiliar with the world of manufacturing in general.<\/p>\n\n\n\n

How to address the manufacturing skills gap<\/h2>\n\n\n\n

Though this pain is felt\u00a0across the manufacturing industry, some organizations are more prepared to weather the storm than others. In my observations and conversations with some of our most successful clients, I\u2019ve noticed a few trends that set these organizations apart when it comes to hiring manufacturing employees<\/a> and addressing those skills gap struggles. <\/p>\n\n\n\n

Here are some of the investments our top manufacturing clients have taken to close the manufacturing skills gap in their workforce:<\/p>\n\n\n\n

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  1. Partner with local community colleges or trade schools. <\/strong>
    The skills gap exists when there is no pipeline of candidates who are informed, motivated, and trained in the basic requirements for successful performance in manufacturing roles. One of the most direct and effective ways to combat this and enhance your hiring process is to target your applicant search to students who have already exhibited an interest and basic aptitude for working in manufacturing. Organizations that embrace this mindset will go beyond job fairs and become true partners with local educational programs.
    One example is to have monthly or quarterly tour groups set up for any students interested in learning about the organization. Internships, job shadowing, and targeted advertisements about your company\u2019s benefits can also attract young trade-schoolers. Or, if you use assessments in your selection process, offer testing opportunities at local school libraries.<\/li>\n\n\n\n
  2. Assess aptitude, not knowledge.<\/strong>
    Even when a partnership with local communities is not feasible, your candidate pool can still possess great employees. Applicants with little or no manufacturing experience will likely need more time to learn the role, though, and require more upfront information about the job itself.
    When it comes to addressing the manufacturing skills gap, successful organizations know that ability to learn is one of the     top qualities that leads to high job performance<\/a>. I dare say that it is almost as important as already having the skills for the job.\u00a0If your selection system includes knowledge-based questions for a role that is entry-level, or a role in which this knowledge can quickly be learned, then you\u2019re likely screening out candidates who could be successful.
    Instead, assess a candidate\u2019s ability to learn the job along with\u00a0their personal preferences for the job type. These two factors will help increase your rate of hiring high potential employees even when their current skillset is lacking.<\/li>\n\n\n\n
  3. Create in-house programs and certifications.<\/strong>
    Once you\u2019ve found the right employees to bring on board, you\u2019ll want to keep developing their skillset regardless of their background. Some of the most successful companies have their own voluntary trainings and programs available for anyone who wants to learn specialized skills. Investing in new employee development is beneficial for everyone involved \u2014 employees gain a sense of pride in themselves and commitment to the organization, and the company will have higher caliber employees who can mentor the next wave of new hires.<\/li>\n<\/ol>\n\n\n\n

    \nWhile there\u2019s no foolproof way to solve the skills gap problem, it\u2019s no coincidence that many top-performing manufacturing organizations are following similar actions. Taking specific steps to proactively reduce the skills gap in manufacturing is your best way to stay afloat and become an organization that withstands the test of time.<\/p>\n\n\n\n

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    The comprehensive guide to hiring in manufacturing<\/h2>\n\n\n\n

    Solutions to common challenges faced in the industry<\/h3>\n\n\n\n

    \nFor decades, the world’s top manufacturers have trusted Talogy to build solutions to help make the best hiring decisions and build productive, skilled workforces.\n\nIn this eBook, our team of experts discusses some of the more common challenges organizations face in selecting high-quality manufacturing employees, gives guidance on how to overcome them, and provides results seen from client projects.\n\nLearn about these topics and more:\n<\/p>\n\n\n\n