more than just a job: recruiting generation z in the manufacturing industry.

As staffing shortages continue to soar, lack of progression opportunities and barriers to learning new skills are key concerns for Generation Z in the manufacturing, production and warehouse industries. 

It is unlikely to surprise anyone reading this that the manufacturing industry is currently experiencing significant candidate attraction challenges. From empty spaces on supermarket shelves to assuring children they can still look forward to new toys over the festive period (so yes, you do still need to be good!) we are all affected in one way or another. Ensuring jobs in these sectors are attractive to a new generation of workers must be a top priority.

Recent research by specialist manufacturing recruiter, Randstad, has highlighted that young workers in the manufacturing, production and warehousing industries value progression and training in the workplace significantly more than their older colleagues, raising important questions for employers who are struggling to attract and/or retain Generation Z in these sectors. 

Randstad’s research, which consulted almost 700 manufacturing, production and warehouse workers, reveals the key motivators of the youngest working generation:

• progression opportunities and long term stability were more likely to motivate a younger worker to apply for a job than the salary advertised.
  
   
• Over 40% of workers in this sector aged 25 and under are considering leaving it in the next 5 years, with improved career opportunities and the chance to learn new skills given as reasons by 36% of young workers.
  
   
• Only 6% of young workers in the manufacturing industry feel they have the chance to learn new skills in their current workplace.

Randstad’s research has highlighted that Generation Z workers in the manufacturing sector have heightened progression focused motivations compared to their older colleagues. Employers must pay attention if they hope to attract and retain this generation of workers. 

Investing in training and support that helps employees recognise where they are developing and progressing is going to become increasingly important as more of Generation Z enters the workforce. Employers must stay mindful of the fact that younger workers are measurably more likely to see work as much more than just money, with progression opportunities topping salary across multiple research questions. 

Employers must also be mindful that almost 40% of Generation Z are considering leaving the manufacturing sector in the next five years, in search of higher salaries, improved career opportunities and long term stability. Threatening retention challenges emphasise the need for a change in culture and preventive recruitment strategies.