There is a serious talent shortage for skilled workers in the food manufacturing and processing industry. 4.6 million manufacturing jobs will be added to the roles during the next decade, according to a 2018 study by Deloitte and the Manufacturing Institute. For several years now, the number of open jobs has been greater than the number of people seeking work. To employees this is joyful news, however, it has created an ongoing challenge for food companies searching for dedicated workers to join their organizations.
Food manufacturers and processors are trying several tactics to fill their open positions quickly and efficiently. One tactic that hiring managers are implementing is offering higher compensation. 78% of the manufacturers interviewed by Deloitte said they offered higher wages in an attempt to attract more workers. Other companies are outsourcing to contract workers.
What is the solution?
To attract more long-term qualified candidates, you will need to align your hiring process with the 21st-century market. By the year 2020, Millenials are expected to comprise 50 percent of the global workforce so they will have a significant influence in the work experience. The current millennial hiring market wants more than just a paycheck. They want to be employed with companies that have a strong, integrative culture, including extra benefits like training and ongoing education initiatives.
According to Ernst & Young, Millennials are the generation most likely to change jobs, give up promotions or take a pay cut to have flexibility in their work. In order to attract this talent, manufacturers should reconsider paid-leave and scheduling policies.
Many businesses are partnering with local community colleges or local high schools to develop youth internship programs. This opens up a great opportunity to introduce career path possibilities in the food manufacturing sector, while also helping fill your talent pipeline.
For the more experienced employees looking at retirement, consider creating targeted roles in order to keep these qualified individuals at work longer. If, during their retirement exit interview, they express the interest to work more, offer some kind of reduced-hours or a more flexible setup.
Many companies see success in using their employees as brand ambassadors by connecting employees digitally through social media. Social media can help promote your brand and market your company as an attractive place to work. By engaging current employees and encouraging them to promote their job, it helps companies sell themselves and beat out the competition to attract employees.
Today’s food companies have a tough job ahead. In order to stand out to potential candidates, organizations will need to offer competitive pay, comprehensive training, continued education, generous benefits, flexible scheduling, and more!
Are you searching for talent? You’re in the right place! Our ASG Food and Science team has more than 40 years of combined experience. They will take the time to fully understand your needs and find the best talent to fill your positions—while still getting you the resources you need as soon as possible. Start finding candidates now.