Manufacturing companies today face a major challenge in recruiting and retaining millennial workers. This generation, born between 1981 and 1996, now makes up the largest portion of the U.S. workforce. Manufacturing hiring agencies need to adapt to attract and
engage these millennial employees.

What Millenials Want?

First, recognize that millennials have different priorities from previous generations when job hunting. Here are key factors manufacturing recruiting firms should emphasize:

● Opportunity for advancement. Millennials value rapid career growth and acquisition of new skills. Show how your on-the-job training and mentorships can drive their development.

● Meaningful work. Millennials want to feel their job matters. Communicate how their role contributes to producing high-quality products and drives business success.

● Work/life balance. Millennials expect schedule flexibility to pursue interests and spend time with family. Consider options like remote work days and flexible scheduling.

● Ongoing feedback. This generation wants regular check-ins and communication with their manager. They value discussions of their performance and future growth path.

● Collaboration. Millennials prefer teamwork and want to feel part of a community at work. Highlight your company’s teambuilding events and group communication tools.

Things to Consider While Recruiting

When interviewing millennial candidates, take time to understand their individual motivations. Ask about their career aspirations and interests beyond work. Relate your job opportunity to their personal goals.

Once hired, provide strong onboarding training. Assign mentors to help new millennial employees learn processes and feel welcomed. Make them comfortable asking questions and seeking feedback.

Offer coaching and training workshops focused on “soft” skills like communication, time management, and leadership. Millennials are eager to continuously expand their abilities.

Support millennials’ affinity for technology. Provide digital tools for communication, collaboration, and information access. Leverage video, social platforms, and mobile apps to engage them.

Facilitate connection between millennials and other generations. Suggest experienced employees mentor junior staff. Mix age groups for team projects and social events. This fosters sharing of institutional knowledge.

Keep millennials challenged by regularly providing new assignments, cross-training, special projects, and participation in decision making. Offer opportunities to gain exposure to other parts of the organization.

Make millennial retention a priority for manufacturing recruiting firms. Check in about their job satisfaction and future aspirations. Be prepared to discuss their desire for advancement. Review
compensation competitiveness and career path options.

Conclusion

With the right focus on their priorities, motivations, and capabilities, manufacturing companies can both attract and retain millennial talent for the long term. Their energy and skills are invaluable to the future of the industry.