The manufacturing sector is currently experiencing a labor shortage. Experts predict that 2.1 million jobs could go unfilled by 2030, costing $1 trillion in lost productivity. It’s no wonder, then, that manufacturing companies are utilizing the latest recruitment tech to close job openings and source the industry’s top talent. Here are some of those technologies and the different metrics manufacturing recruiters use to measure success.
Some of the most popular tech for hiring workers in the manufacturing sector include applicant tracking systems, background check software, and data analytics tools. Learn more about these technologies below.
An applicant tracking system (ATS) allows manufacturing companies to monitor job candidates as they move through their hiring processes. Manufacturers collect information from potential employees at various stages of the recruitment process, from an original application to a final job offer, helping them quickly fill positions.
One of the best features of an ATS is candidate screening. The best tools filter prospects based on their job histories, experience, and skills by analyzing keywords and phrases in resumes and cover letters. That can speed up the hiring process for manufacturers and ensure they fill positions with the right people.
Some of the most popular ATSs include:
- Bamboo HR
Background check tools let HR teams verify the information candidates provide in resumes and cover letters and during interviews. These digital tools can check an applicant’s previous employment history, criminal record, financial status, education, licensing credentials, and other information. That ensures job seekers are really who they say they are.
Some of the most popular background check platforms in manufacturing include:
- Sterling Talent Solutions
The need for data analytics tools when filling vacancies in manufacturing has never been greater. These technologies gather data from multiple systems, including ATS, enterprise resource planning (ERP) tools, and other databases, and provide a single source of truth for reporting. As a result, manufacturers can view the latest hiring trends in their organization and make more informed decisions when sourcing, screening, and interviewing prospects.
The best data analytics platforms present recruitment data on reports, dashboards, charts, graphs, heat maps, and other visualizations. That makes it easy to identify patterns in hiring data. For example, users can find out how many people applied for a particular position and the average age of those applicants.
HR professionals in the manufacturing industry track different metrics to measure success, including time-to-fill and staff attrition rates. Find out more about these metrics below.
- Time-to-fill: This metric measures the average time it takes to fill a job position. If a job position remains unfilled for a long time, it might mean not enough quality candidates are applying for that role, which is a problem HR teams need to address.
- Cost-per-hire: Manufacturers can find out how much it costs to recruit employees when they track this metric in a data analytics platform. A high cost-per-hire rate might mean companies spend too much money when advertising positions, conducting background checks, paying prospects’ travel expenses for interviews, and so on.
- Staff attrition rate: This measurement tracks how many employees leave their positions voluntarily or involuntarily within a given time frame. For example, it can reveal the number of people who quit their jobs in their first 12 months. A high staff attrition rate suggests employees are unhappy working for a manufacturing company or didn’t receive enough training to do their jobs properly.
Manufacturers will continue to use the latest technologies and track key metrics for better recruitment outcomes. However, new trends will likely dominate HR processes in the years to come.
Artificial intelligence will play a much more significant role in manufacturing recruitment, with AI systems and algorithms helping companies source top talent and automate hiring processes. For example, more HR teams will use chatbots to conduct initial interviews with candidates before meeting the most qualified candidates in person.
VR will also streamline hiring workflows in manufacturing. For instance, candidates will be able to tour a company’s physical location from the comfort of their homes using a virtual reality headset.
Manufacturing HR teams already use predictive analytics to forecast future recruitment trends. However, this technology will become even more popular in the sector, especially among smaller companies.
The manufacturing sector is experiencing a labor shortage, encouraging more companies to invest in recruiting tech that makes it easier to hire talent, such as ATSs, background check solutions, and data analytics tools. HR teams will also track cost-per-hire, staff attrition rates, and other metrics to achieve recruitment goals. Expect innovations like AI and VR to become even more ubiquitous in manufacturing in the future.