Attracting Millennial and Gen Z talent to manufacturing jobs requires understanding their unique priorities and creating an appealing work environment. By prioritizing work-life balance, career development, and corporate social responsibility, manufacturing companies can appeal to younger generations. Additionally, modernizing the workplace with flexible schedules and remote work options, leveraging technology in recruitment, and emphasizing sustainability can further attract Millennials and Gen Z to manufacturing roles. Here’s how your company can do just that:
Understanding Their Priorities
Millennial and Gen Z candidates place a high value on work-life balance, career development opportunities, and corporate social responsibility. According to Deloitte’s Gen Z and Millennial Survey, Gen Z places a greater emphasis on mental health, work-life balance, and diversity and inclusion in the workplace. Moreover, they are attracted to employers who provide a sense of purpose and are committed to societal and environmental issues.
Modernizing the Workplace
To attract younger workers, modernize your workplace by incorporating flexible work schedules, remote work options, and updated technology. The ability to work remotely is particularly important to Millennials and Gen Z, with 70% of Millennials considering leaving a job for one that offers more flexibility.
Emphasizing Career Growth
Clear career paths and continuous learning opportunities are crucial. A comprehensive study by Docebo found that opportunities for career progression are the most important aspect that makes an organization attractive to Millennials, with over half listing it as their top consideration when choosing a job. Providing mentorship programs, training, and clear promotional pathways can significantly attract younger talent.
Showcasing Company Culture
A positive and inclusive company culture is essential for attracting younger workers. Companies should use social media and company events to highlight employee stories, team activities, and community involvement. This transparency helps build trust and shows potential employees that the company values its workforce. Sharing stories of diversity, inclusion, and employee engagement can resonate with Millennial and Gen Z candidates, who often seek employers with a strong sense of community and social responsibility.
Leveraging Technology in Recruitment and Onboarding
Utilizing modern recruitment and onboarding methods such as social media recruiting, virtual career fairs, and video interviews can engage Millennial and Gen Z job seekers more effectively. These generations are digital natives, and leveraging technology in the recruitment process can make your company more accessible and appealing. Incorporating AI-driven onboarding and training tools can also streamline the onboarding process, making it more efficient and user-friendly – as well as sharing your organization’s commitment to being a tech-forward company from the get-go.
Offering Competitive Benefits
Offer benefits that resonate with younger workers, such as student loan assistance/tuition assistance for continuing education, health, wellness, and fitness programs, extended parental leave, and opportunities for international assignments.
Sustainability and Social Impact
Sustainability and social impact are significant draws for younger generations. Gallup’s research indicates that almost 70% of Millennials are more inclined to work for a company with a strong sustainability plan. Companies committed to environmental stewardship and positive societal impact can attract and retain Millennial and Gen Z talent more effectively.
By focusing on these areas, manufacturing companies can better attract and retain Millennial and Gen Z talent, ensuring a strong and dynamic workforce for the future.
Partner with CMRG to revolutionize your recruitment strategy. Our expertise in attracting top Millennial and Gen Z talent can help you build a dynamic, future-ready workforce. Contact us today to learn more!
