Today’s armed forces are accustomed to operating in the most complex environments, maximising the benefits of teamwork whilst harnessing cutting edge technology to its very limits.
Senior-level manufacturing employees tend to stay with their company for decades, if not their entire careers. Many of these managers, executives, engineers, and other key-roles employees are now approaching retirement, but the lack of promotion opportunities from within means companies don't have enough experienced internal candidates they can move up to excel in these roles. Because of this, employers are looking for inspiration as to how they bridge these skill gaps.
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The options for employers include attracting more passive candidates, and sourcing candidates with management experience from other industries, both of which require more time and effort. Another solution could be for you to hire from Armed Forces Community.
People from the Armed Forces Community have unrivalled experience and excellent personal qualities. They have been tested in highly demanding and pressurised situations and are used to taking responsibility for their actions and getting things done the first time. As well as these transferable skills, service leavers bring their considerable experience, moral and physical courage to your business.
In the US, efforts have been made to reduce the skills gap through schemes, internships, apprenticeships, and mentorships. Bringing this to the UK can benefit many manufacturers.
The HRDirect said that “Currently as it stands there is a shortfall of 20,000 engineers each year and with Brexit, it's likely to increase. Education is at the forefront of taking on the skills shortage as there's been a growth of 5% in engineering courses among another effective way would be to invest back into ex-forces personnel which includes engineering, IT, and communications.”
Providing support and funding for education will hopefully close the skills gap with the appropriate training programs which will inevitably transition into the workforce as they progress with their career.
As new technologies come into play, they’ve created roles for people to learn and grow with the new technology, progressing in the new normal with covid still playing a major part, companies still enable their workers to operate.
Experienced workers are retiring faster than new workers are entering so inevitably it’s a catch 22 unless young people want to pursue a career in manufacturing. As mentioned above, education can play a key role but young people have much more avenues now as the years progress. In social media alone there is Social Media Marketing, YouTube, Gaming and Streaming, young people aren’t as interested as they were years ago.
To blend the two very different worlds of gaming and manufacturing you’re able to use Augmented reality (AR) and Virtual reality (VR) headsets to deliver an interactive step by step instructional guide with live feedback, it’s one thing to learn the role in real life but using devices such as Virtual reality gives people a chance to mimic what’s expected which will get workers up to speed.
Just because kids aren’t as interested doesn’t mean there’s not going to be young people that want to. JJS Manufacturing had to say that “86% of manufactures have a place in policy for upskilling and retraining their workforce. Not only will this allow organisations to build the skills they need to stay competitive, but it will also allow them to retain talent by investing in employees’ professional development” which will contribute to bridging the skills gap.
To attract the type of young people who wouldn’t necessarily consider manufacturing a lifelong career opportunity. Businesses should explore new possibilities that can help bridge the skills gap and encourage kids into the industry by showing them innovative techniques and ways to make products better, by opening the doors we can show today's youth how useful manufacturing is and can be. Manufacturing Day is important to show young people that a career in manufacturing is much more than the work itself, and provides an opportunity to expose them to the industrial world and ways in which they can contribute to something much bigger when they are involved.
Once we bridge the skills gap, we can allow manufacturers to stay competitive and contribute to the UK’s economy.
Sources: HRDirect, Engineering UK, JJS Manufacturing
