Over 94,000 workers in U.S.-based tech companies (or tech companies with a large U.S. workforce) have been laid off in mass job cuts so far in 2023. Despite the layoffs, these new job seekers hold strong transferrable skills that can apply to a prospective manufacturing role. With conversations on skills gaps and finding talent in the industry being discussed constantly, manufacturers are looking to hire tech professionals to help reach the growth and post-pandemic recovery the industry now demands.
Companies like General Motors, Deere & Co., and Caterpillar are all taking notice of these talent pools and how they can best attract top tech talent to their organizations. From the shop floor to the C-Suite, manufacturers are heavily invested in the technology applied in their businesses. Engineers, UX designers, and data analysts are greatly sought after roles for tech professionals who hold highly in-demand skill sets and are looking to transition into the manufacturing world. The following skills are especially important to the manufacturing industry’s future workforce:
- Analytical acumen
- Business acumen
- Root cause analysis
- Systems thinking
- Learning agility
- Creative reasoning
- Resilience
Like with any previous advancements to the industry, jobs change and adjust to the evolving technology and workflows. While some jobs will be eliminated due to technological developments like automation, new jobs will also arise as additional innovations become more widely used in the industry, like additive manufacturing, smart factories, and robotics. Manufacturers have been pushing their digital transformation strategy resulting in a need for workers with experience and skills in AI, cloud computing, e-commerce, cybersecurity, and data services.
In a report by the Manufacturing Institute, in conjunction with Ernst & Young LLP, 65% of manufacturing leaders are concerned that the skills needed for manufacturing jobs are changing faster than the capabilities of their workforce. 82% said they are seeking innovative ways to invest in their people’s careers and 60% of leaders are creating or expanding their internal training programs to help assist with the skills deficit.
One challenge for manufacturers is creating competitive compensation packages that compare to pay levels that tech workers were previously receiving. That said, there are many other benefits to highlight in your recruitment and talent acquisition strategies, including career development and pathways, remote or hybrid work options, job stability, rewards and recognition, and work-life balance. According to Deloitte, nearly one in four manufacturing staff say the technology they use daily improves their work experience.
Additionally, recruitment and talent acquisition solutions that show a culture that embraces the use of technology will be attractive for this group of job seekers and serve as the perfect first impression. AI, chatbots, CRM tools, and intelligent messaging are all solutions that employers can use to efficiently streamline and effectively tailor their outreach and recruitment messaging to this talent pool.
Many say that this workforce transitioning from Silicon Valley to the manufacturing industry, is what will catapult Industry 4.0 and all that is to come for the future of manufacturing. Is your organization prepared to incorporate these talented tech professionals into your team?
If you are interested in sharing your perspectives on technology, the workforce or leadership in the fastener industry, IFE 2023 welcomes you to submit your speaker proposal here.
