How to Overcome Hiring Challenges in Food Manufacturing

The manufacturing industry is currently facing an interesting predicament. On one hand, manufacturing jobs are increasing at a rate per year that hasn’t been achieved since 1988. This is a result of the current US administration pushing to incentivize more manufacturing jobs in the US. On the other hand, the jobs becoming available aren’t gaining any traction with the current labor market. The ability to find skilled and unskilled labor is a serious concern for most manufacturing companies today.  

These are a few challenges recruiters are facing in the food manufacturing industry:

1. Breaking beliefs of what manufacturing jobs are today.  
2. Understanding what younger generations coming into the workforce are looking for. 
3. How to beat the competition within a limited talent pool.  

Let’s explore ways to attract those job seekers everyone is after. 

Breaking Myths  

There seems to be a misrepresentation of what manufacturing encompasses. As an article from Industry Week puts it, “Nearly every survey ever conducted on parents’ views of manufacturing as a career choice confirms that the old “dirty, dumb and dangerous” stigma endures.” This belief has squandered potential opportunities in candidates.   

Let’s look at some misperceptions people may have.   

• Myth: Food manufacturing is boring and obsolete.  
• Actual: In fact, food manufacturing is fast–paced and involves several complex systems while also offering a variety of tasks.

• Myth: Automation will one day take my job. 
• Actual: Automation is increasing but so are the skilled opportunities for people with the right training.  

• Myth: Manufacturing jobs pay less.  
• Actual: According to the latest Bureau of Labor data, goods-producing industries pay $56,799 a year on average.  

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• Myth: Not having specific certifications will prevent someone from getting a job.  
• Actual: Companies offer training programs to complete certifications as well as continuing education opportunities.  

Understanding the Incoming Labor Market 

The Millennials (born 1981-1996) now make up the largest generation in the workforce. This is a huge talent pool to employ from, one a recruiter certainly needs to tap into. But how do they do it and how is this workforce different from other generations? 

Millennials expect more from their jobs. 

Millennials want their work to mean something. They want a higher purpose to their job. One way for companies to feature this is to instill a community initiative aspect to the job. Community volunteer opportunities create a welcoming environment, make people feel good, and act as great team building events as well. 

You can’t talk to those who can’t see your brand.  

The Millennials spend more time on social media than any other generation. If you want your brand to be seen, having a strong brand awareness campaign on social media is vital.  

Flexible schedules have become more and more popular.  

In manufacturing, most people would think flexible schedules wouldn’t apply to them. But there are initiatives out right now, like Workflex, that promote flexible workplaces to create a more effective workforce. 

Highly Competitive Environment 

When the Amazons of the world come to town, it’s difficult to remain competitive when they offer higher wages. However, companies can provide other incentives to keep their labor force together. A relaxed vacation policy, continuous education opportunities, improvements in short and long-term disability coverages, and even adoption assistance, all aim to keep employees happy.  

Signs point towards a continued growth outlook for hiring within the food manufacturing sector. Reliable Resources stands ready to take on any of your staffing needs. Contact us today.  

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