The Talent Attraction Dilemma: Strategies for Addressing the Global Skills Shortage

Manufacturing is facing a critical challenge: an acute shortage of skilled workers.?

This skills gap threatens the very foundation of operations for many companies.?

According to a 2022 study by Deloitte and the Manufacturing Institute, 45% of manufacturers have had to turn down business due to a lack of skilled workers. 76% of manufacturing leaders rank attracting and retaining skilled talent as their top challenge. Now is the time to act.

The Challenge: Navigating the Skills Gap in an Evolving Industry

The rapid transformation of the manufacturing industry through digitization, automation, and advanced technologies has widened the disconnect between existing workforce skills and the competencies required for modern manufacturing jobs.

The fast pace of technological advancement demands workers who are not only technically proficient but also adaptable and capable of continuous learning.

This skills gap profoundly impacts manufacturing operations, making onboarding workers more challenging and bringing time to proficiency into focus. The need for workers to have efficient, accessible, and standardized processes is more pressing than ever.

The Strategy: Digital Tools as a Gateway for the YouTube Generation

To address the skills shortage, manufacturers need to rethink how they attract, train, and retain talent. A proven strategy is to not only implement digital work instructions, but also to leverage them in building comprehensive training programs.

This approach standardizes training, making it more accessible and autonomous for the workforce, while also enabling better tracking and continuous improvement.?

By integrating digital work instructions into training, manufacturers can create a more appealing environment for a digitally-native generation, ultimately broadening their talent pool and enhancing workforce efficiency.

Now manufacturers can ensure that new hires are competent and confident from day one. These tools cater to the learning preferences of younger workers, accustomed to consuming information in short, visual formats.

The Solution: Standardizing Processes and Cross-Training to Foster Adaptability

Implementing a structured onboarding program with microlearning modules is just the beginning. To truly address the skills shortage, manufacturers must also focus on upskilling new hires and cross-training existing workers.

Cross-training not only increases worker proficiency across the organization, but also builds a more versatile and resilient workforce capable of adapting to various roles as needed.

During the pandemic, we saw a time of record retirements, illness, and workforce insecurity. But for the manufacturers fortunate enough to push through the dark times, that led to a greater emphasis on effective cross training.

Now their workers are prepared for job rotation. Facility managers know exactly how to plan for? coverage across disciplines and prevent attrition of skills.

Case Study: Achieving Operational Efficiency Through Digital Transformation

A leading Fortune 500 motion and control technology manufacturer recently faced a significant challenge in attracting workers, which was made worse by the impending retirement of skilled workers and reliance on inconsistent tribal knowledge.?

In response, the manufacturer adopted digital work instructions and training tools to streamline processes and enhance operational efficiency. Within one month, the company saw a 90% faster onboarding process for new hires, resulting in annual savings of $80,000 per plant.

The adoption of standardized digital processes also cut changeover time by 64%, saving an additional $54,000 in two plant areas and significantly improving safety and operational efficiency.

These digital tools empowered workers to refresh their skills quickly, ensuring consistent performance and fostering continuous improvement across the organization. By addressing the skills shortage with innovative digital solutions, the company better positioned itself to attract and retain the new workers, bridging the gap left by retirements.

Building a Future-Ready Workforce

To effectively address the skills gap and improve operational efficiency, manufacturers must leverage digital tools and processes within their organizations.

By capturing expert knowledge in an accessible format, standardizing training, and integrating digital tools into daily workflows, companies can attract a broader talent pool and ensure that new hires are productive faster.?

This approach is not just about filling roles — it’s about building a workforce that is skilled, adaptable, and ready to meet the challenges of the modern manufacturing landscape.