The metals industry has long been a cornerstone of manufacturing and production, but attracting the next generation of talent to this industry can be a significant challenge.
In the next five years, almost 12 percent of employees in the construction and manufacturing industries will reach retirement age. This wave of retirements will create a dilemma for filling gaps in hiring. Since millennials make up more than one-third of the overall American workforce, the metals industry must look to attract the best and brightest among them despite the fact that younger workers have a wide range of career options available to them and may not see the metals industry as an attractive or exciting career path. There are several strategies that can be employed to make the industry more appealing to the next generation of workers.
Breaking the MoldPromoting careers in metals to younger generations is essential for the future of this industry. As the older generation retires, it is critical to attract and train new talent to fill these positions and keep the industry moving forward.
One of the challenges the industry faces is perception. When most young workers think of technology, they don’t think industrial metals. Still, the industry has undergone significant technological advancements in recent years, with automation, robotics and digitalization revolutionizing the way metals are produced. These advancements have led to greater efficiency, accuracy and safety in the process and they have opened up new opportunities for skilled workers to specialize in areas such as data analysis, programming and robotics. These advancements should be at the forefront when advertising new positions and opportunities.
Position Metals Industry as Innovative and Cutting EdgeBy highlighting the role of advanced technology and innovation in modern metals manufacturing, the industry can show younger workers that this is a field where they can apply their technical skills and work with technology.
This can help to make the industry more attractive to younger workers who are interested in pursuing careers in STEM fields and who are looking for opportunities to work with the latest technology.
Additionally, innovation in metals manufacturing has led to more sustainable and environmentally responsible practices, which is important for younger workers who are concerned about the impact of industry on the environment.
Tackling the IssueAttracting the next generation can be challenging. However, there are several steps that can be taken to reach this aim:
- Highlight Career-Growth Opportunities: The industry offers a range of growth opportunities, from technical to management roles. Promoting these paths can help to attract younger workers who are looking to advance their careers.
- Offer Competitive Salaries and Benefits: A competitive package is a lure for young workers. This can include things such as health insurance, retirement plans and paid time off. When its relevant, offering the ability to work remote or hybrid-remote can be seen as a valuable benefit.
- Focus on Sustainability and Environmental Responsibility: Younger workers are increasingly interested in working for companies that prioritize sustainability and environmental responsibility.
- Invest in Training and Development: Providing ongoing training and development opportunities can help show younger workers that your company is interested in building employees’ skills and advancing their careers.
- Engage with Younger Workers through Social Media: Social media can be an effective way to engage with workers and showcase the benefits of working in the metals industry.
Final ThoughtsAttracting younger generations of workers to the metals industry is crucial for its long-term success. This will help the industry ensure that it has the skilled workforce it needs to remain competitive and innovative in the years ahead.
[Mark Stocker is the president of MetalJobs Network and has been helping service centers find and hire strategic sales and operations talent for 34 years. If you have a strategic hiring need, contact Mark at 502-208-1212 or [email protected].]