6 Tactics to Attracting Gen Z to the Manufacturing Workforce
Got Gen Z on the payroll? If you’re like many companies in the manufacturing sector, the answer is likely “no.” That is a talent pipeline your business is missing out on. A couple of recent studies highlight the scope of it.
Here’s a snapshot:
- By 2030, Gen Z will make up 30% of the U.S. workforce. The seasoned pros and top employees you have now will be looking at retirement if not already out on the golf course full time.
- 70% of Gen Z would NOT consider a career in mining.
- 48% of Gen Z now working in manufacturing intend to leave their jobs within the next three to six months.
- 71% of mining executives said the talent shortage is now affecting their delivery, production targets and even strategic objectives.
- 86% said it’s more difficult to recruit and retain talent.
Despite these rather bleak statistics, there’s good news out there, too. It’s possible to turn those numbers around with some savvy strategies for hiring and retention.
Gen Z: The Toolbelt Generation?
The first step in attracting the younger generation to your workforce is knowing what makes them tick. Who are these kids?
Born between 1997 and 2012, Gen Z is digitally native, meaning they have never known life without a cell phone or the internet. They are extremely socially aware and environmentally conscious.
Gen Z grew up during the pandemic. These are the students who couldn’t go to their high school proms because of Covid-19 and discovered the realm of virtual learning.
Gen Z values work-life balance more than money, and are interested in career growth. They have heard about the crushing burden of student debt all of their lives, and the good news for manufacturing, Gen Z is trending toward trade schools rather than getting an expensive four-year education.
In fact, the Wall Street Journal just ran an article titled “How Gen Z is Becoming the Toolbelt Generation.” And it’s getting a lot of buzz.
The article highlights a growing trend of young people opting for trade schools over four-year college degrees. The reasons are as pragmatic as Gen Z itself:
- Student debt. They don’t want it.
- Immediate employment. They’ve seen their older siblings struggling in a tough job market.
- Changing perceptions about “the trades.”
6 tactics to attract Gen Z
So, what are some strategies to attract this younger generation?
Emphasize work-life balance. Gen Z is all about their work-life balance. That means flexible hours, competitive compensation, great benefits, and a healthy amount of vacation time.
Highlight problem solving. Gen Z loves to problem solve and put their minds to work.
Showcase high tech. Manufacturing organizations are leaning into tech jobs, with robotics, and data analytics. Showcasing these aspects of the industry will appeal to young digital natives.
Outline a career path of growth, development, mentorship and training. The last thing Gen Z wants is a job with no future. These young people need to see how they can grow and develop within your company, that there is a path forward and training to help them get there.
Partner with trade schools… Trade schools are your pipeline for new employees, so sponsoring a job fair, speaking to classes, and otherwise developing a presence at your local trade school will put your company top of mind when these young people graduate.
…or pay for them to get the training they need. An alternative or even complimentary strategy is recruiting students right out of high school or online with the promise you’ll pay for their degree. If families are wary of student debt, this can be a powerful motivator.
Attracting and retaining Gen Z can feel like a moving target. But by focusing on what’s important to this generation, you can zero in on an enormous pool of talent that will take your company into the future.
