There is a crisis in the manufacturing workforce. To put it simply, there just aren’t enough workers to meet the workforce demands. 

For many leaders, they hire 10 new people to have only 3 stay with them long-term. They spend tons of money and time hiring and training new people only to have to do it all over again. 

When it comes to manufacturing specifically, there are some other contributors to the workforce crisis such as the fact that manufacturing is shift work (which many employees aren’t interested in), there are usually overtime requirements, and there are fixed hours while many employees want flexible hours nowadays.

This is the topic I recently discussed on Leading the Factory Forward. Here are some ideas for finding the workers and talent that you need:

1. Expand your search

Wherever you’ve looked in the past for new talent, you need to try expanding your search. Look in new places you’ve never tried before. Here are some ideas:

• Schools and community colleges

• Communities of faith and non-profits

• The SAFER Foundation: people who have completed their sentences and are now looking for work

• Employee recommendations

• Social media: great for finding Millenial and Gen Z employees 

2. Know what to look for

Many people look at previous employment when hiring. They get nervous when an applicant has had multiple jobs. This shouldn’t be a problem because it is likely they were entry-level jobs, which are very uncertain. 

You should also look for people that have the relevant skills, even if they learned them in a different kind of job. For example, waiters and waitresses often do well in manufacturing positions. Additionally, hire people with curiosity and those who are willing to learn. 

Finally, consider hiring retirees. They may not be interested in a 50-hour workweek, but you could consider job sharing or placing them in a coaching or mentoring role. 

3. Retain your new hires and the workers you already have

To retain your workers, try to:

• Build a connection with your new hires

• Make sure they know and understand the processes and tools they’re using since they’re probably not used to manufacturing

• Hold daily meetings where they have the opportunity to ask questions to reduce the “overwhelm”

• Institute more training

• Bring in retirees for 2 hours a day to coach and mentor

• Give them benefits such as paid time off

• Connect with their families

Implement these tactics and see if the crisis becomes less of a problem in the company where you lead.