3 Tips to Nurture the Next Generation of Manufacturers

As the Managing Director of Greyhound Box, Louise O’Brien has spent over twenty years witnessing the incredible evolution of our industry. We asked her about the challenges and opportunities facing UK manufacturers, like ours, when it comes to recruiting the next generation of manufacturers.

Over to you, Louise!

The Prevalence of the Skills Gap

From the days of relying on manual processes to today’s sophisticated automated machinery, production lines have become increasingly complex. And that demands the new and next generation of manufacturers.

But the ongoing skills gap in the UK employee market makes one thing clear. There’s a shortfall in both qualified candidates and businesses that are prepared to give young entrants the benefits they need to succeed. That’s where investing in the next generation of manufacturers becomes crucial.

So, I’ve rounded up three ways manufacturers can not only attract the best applicants – but retain them, too.

1. Bridge the Generational Gap

It’s no secret that the gap between the current and next generation of manufacturers has widened in recent years. External factors have left many younger people with different ideas about what a working environment should look like (when compared to the thoughts of their older counterparts).

For instance, the:

• COVID-19 pandemic
• Ongoing economic recession
• Rise of social media

High expectations for flexible working and quicker upwards movement have given growth to the idea that many younger applicants are over-demanding – and even delusional – when it comes to the world of work. But this simply isn’t the case.

Our next generation of manufacturers are more likely to prioritise a strong work-life balance from the start of their careers when compared to older employees. This doesn’t make them lazy or entitled, just different. If you have a new recruit with different priorities, try asking them why they want those benefits. You might just be surprised by what you hear!

For example, an employee might be asking for at-home working due to childcare responsibilities. Or, they might be looking to move up the hierarchy as they have a larger amount of professional experience than their age suggests. By asking these questions, you can foster a greater understanding of an employee’s mindset.

You’re also empowered to increase older generations’ curiosity of their younger counterparts, rather than judgement. Both these elements can set you apart from competitors and help you attract the best applicants!

2. Focus on Integration Alongside Recruitment

After you’ve asked the important questions, the next step to nurturing your workforce is the integration of new employees. Best hiring practice gets strong candidates through the factory door. But investment in training and integration keeps them content at your organisation for years to come.

Focusing on the integration of your employees allows you to ensure that they are fully immersed into your culture and values. You’re also encouraging them to believe in your mission and put the work in to ensure the business’s success.

Incorporating culture and skills training is a great way to inspire this among new recruits. It not only gives them the necessary tools to succeed within your workplace, but it also shows your commitment to them from the very beginning. And that encourages them to think about their career in the long-term, rather than just a small stint!

3. Support New Hires at the Start of their Career

Last but not least, businesses should look to diversify the skillset of their workforce. Like, encouraging applicants from different education backgrounds for entry-level job roles. When businesses only look towards degree-level applicants, they miss out on all the incredible individuals with applicable, non-academic qualifications. For instance, apprenticeships, professional accreditations, and on-the-job learning.

What’s more, as many of these qualifications are readily available to the next generation of manufacturers, businesses can take the opportunity to train staff earlier than those holding degrees. That provides a greater opportunity to instil good habits and values into the employees, something that will serve both them as individuals and your business throughout their career.

What Next?

Reservations towards younger applicants continue to prevail because of a lack of understanding of their wants, needs, and expectations of their new employers. But we’re all responsible for changing this.

Invest in the next generation of manufacturers and ensure the future success of your business through an open mindset and workforce development that benefits all.

Just as we do here at Greyhound Box!