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Efficiency is everything in today’s tough economic climate. Automation can streamline how to attract and engage top talent - before they are ready to apply. 

It doesn’t look like recruitment and retention are getting easier any time soon. You need to follow strategic steps to find great employees – and keep them around.

Leveraging the right recruitment software can help educate job seekers about the realities of modern manufacturing – helping to overcome the talent shortage and attract great people.

Leveraging the right recruitment software can help educate job seekers about the realities of modern manufacturing – helping to overcome the talent shortage and attract great people.

The term "forward fill" describes an alternative approach to filling jobs. In contrast to the usual backfilling strategy, which involves filling a position after it has become open, forward filling requires thinking about open positions with an eye to the future rather than to the past. With the Great Resignation exacerbating the staffing shortage, this is the ideal time for organizations to implement a forward-fill strategy that emphasizes five key areas.

These hiring challenges aren't unsolvable, especially if companies look for inspiration in the successful recruitment strategies other employers are using.

New Deliverable

Thanks to a mix of Baby Boomer retirements and ever-changing roles, there's a substantial gap between supply and demand for manufacturing jobs. This gap could leave 2.1 million manufacturing jobs unfilled by 2030 and significantly affect the U.S. economy.

What underlying cultural issues exist? How can they be resolved quickly? What has changed in the last two years? To find answers to these questions, leaders should begin by exploring certain key areas.

With a little creativity, manufacturers can appeal to a wide range of potential talent that have never considered the industry.

Moving from one stage of the employee lifecycle to another can be a stressful experience. We call these types of moves employee transitions, and getting them right is crucial to the long-term stability and productivity of your organization.

Every time a skilled worker leaves a company, it costs the company about 30 percent of that employee's salary to replace them.1 When a company loses several employees in a short period of time, that figure can add up to a very significant expense.

New Deliverable

Efforts to change and improve business operations do not, however, always achieve the intended results. Such shortcomings typically result when leaders fail in one or more of the following five ways.

In this issue:
Every manager's job is to support their team members' growth in their own roles, in part through mentoring and coaching--which include having difficult conversations.

In this issue:
How to Attract (and Not Repel) Talent
Employee Disengagement and Safety Goals
Beyond Donation Matching: 8 New Ways to Give Back

In This Issue: Upskilling and Reskilling: The Art of Coping With Change How to Plan a Successful Safety Stand-down 5 Ways to Incentivize a Workforce to Increase Company Revenue

In this issue: Supercharge Your Workplace Mentorship Program Industrial Firms Focus on Retaining and Developing Key Talent During the Downturn Not-So-Common Employment Questions: COVID-19 Vaccines

In This Issue: – Is Your Workforce Analytics Data Ready for the Future? – 3 Ways to Improve Machine Safety – How to Make Virtual Live Courses Engaging and Effective

In this Issue: Recruitment in the Manufacturing Industry Using the Check-in to Cultivate a Culture of Growth and Trust Managing the Risks of Injury to First-Year Employees

In this issue: Lessons from Jeopardy: Treating Employees with Compassion The Importance of "Momboarding" Keeping Plant Workers Safe with Technology