Often, organizations struggle to strike a balance between ‘digital initiatives’ (transformation) and ‘business as usual’ (lights-on).
Usually, larger and more established manufacturing organizations do have elbow rooms to repurpose some of their existing IT talents into transformational initiatives or resort to headhunting to address immediate talent gaps. On the other hands, smaller or comparatively less well-known manufacturing companies usually find themselves at a receiving end of a search for talent; especially while presenting themselves as attractive employers. The task at hand gets more complicated for them for two reasons – (a) increasing competition for digital skills from IT Companies, larger manufacturing brands and startups, and (b) manufacturing sector is generally not considered attractive for someone hoping to pursue a career in digital.
Nevertheless, amidst this push and pull, such organizations still need to successfully attract, develop, and retain digital talent in order to remain competitive in the future. The following sequence of activities might help in such a situation.
(1) Design a compelling recruiting message
To attract the skilled talent, manufacturing Cos regardless of their size should design an honest recruiting message that accurately describes the work content so that candidates who have particular qualification can apply for the job.
(2) Clearly articulate digital strategy and vision
During the interview stage, it would be important to communicate how digital investments by the company are expected to be revenue accretive in nature and that these initiatives are not just another IT project. Such a message would usually resonate with the tech-savvy, risk taker talent.
(3) Offer financial and non-financial incentives
Nowadays companies are empowering employees by introducing employee stock options, leadership responsibilities, and training and development opportunities. In addition to these, providing creative and comfortable workspace also helps to attract digital talent.
(4) Design an effective onboarding program
An effective onboarding program helps to engage the new hires. Be open to provide on the job training to employees who might not possess all the technical knowledge but have the interest and aptitude to learn. On the job training helps the new hires to speed up the work.
(5) Adopt an ecosystem approach
Create an ecosystem by collaborating with startups, academia etc. Believe in fungibility of know-how is critical. Talent thrives amidst competition and motivation across the walls of an enterprise.
Smaller manufacturing companies have to plan now to fill up the skill gap in key technologies which can affect the productivity. Proactively attracting the right talent and investing in training and development programs can help them remain engaged.