Recientemente se ha hablado mucho sobre una brecha de habilidades que enfrenta la industria manufacturera, el problema es, y es parcialmente cierto, si, hay un déficit en nuestro flujo de oficios calificados, y nosotros como empleadores tenemos debemos reunirnos en torno al valor de los oficios calificados apoyando el crecimiento de esta fuerza laboral critica
Históricamente, la manufactura no ha tenido que buscar mano de obra,
Siempre hubo un buen grupo de mano de obra calificada, a un precio razonable, y llegaban a las empresas con el mínimo esfuerzo, hoy en día el entorno ha cambiado, hoy en día la fuerza laboral tiene más opciones, más poder y puede hacer mayores demandas a sus empleadores, se necesita invertir más en la atracción de talento, y aquí te dejamos 5 cosas que tienes que hacer inmediatamente:
Vende a tu organización:
Necesitas ofrecer a tu organización como una opción atractiva, como un espacio a llenar por el empleado donde se sienta parte importante, y como si se tratara de un cliente potencial debes enmarcar la venta en torno a los intereses y necesidades de los candidatos.
2. Refuerza las estrategias en RH
El equipo de recursos humanos necesita una estrategia clara para evaluar las necesidades de talento de la organización y un plan bien pensado para evaluar a los candidatos en relación con las habilidades necesarias para el rol.
Es crucial contar con una estrategia clara para evaluar y examinar eficazmente las habilidades de los candidatos.
3. Mira más allá de los canales tradicionales de reclutamiento tradicionales
Estas comunicando acerca de las oportunidades para aprender nuevas habilidades? ¿Mencionar posibilidad de crecimiento? Destacando el impacto de su rol? , ve a donde están tus candidatos, asiste a ferias de trabajo, al igual que la prospección de clientes, debes prospectar, los mejores empleados no vendrán así como así.
Mira más allá de tus competidores tradicionales:
Tus competidores no son solo otros fabricantes, al observar a tus competidores puedes notar que están realizando de manera correcta, por ejemplo, dentro de este estudio se entrevistó a un vicepresidente de operaciones en una empresa manufacturera regional, comentó que luchan por conseguir talento a pesar de que ofrecen salarios muy competitivo, en comparación con empresas manufactureras más pequeñas y similares en el área, las tarifas de la compañía pueden ser hasta un 12% más altas, pero en comparación con el Costco local (sí, Costco), son casi un 22% más bajos.
Vuelve a examinar tus expectativas:
Aunque no todos están motivados por el salario, es fundamental comprender cuáles son sus expectativas como empleador y si son razonables para el mercado.
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