Category: Gen Z

Innovating Workforce Development

When Apple’s “Think Different” campaign launched in 1997, the company had no new product to announce, no promotions to offer, only hemorrhaging sales. It featured images of time-honored visionaries like Einstein, Edison and Ghandi, referred to as the “The crazy ones. The misfits. The rebels.” They were the ones to shirk the status quo and move the human race forward. The folks crazy enough to think they could change the world … and did.

The subtext here is that innovation is risky, radical, and also essential. Without it we’d have no lights to turn on, cars to drive, antidotes that cure. Advanced manufacturing industries know this all too well, whose sole raison d’etre is to propel the human race forward, innovating not just how we do things, but how we can do them better.

Which is why it’s profoundly counterintuitive how, year after year, our industry innovators haven’t been able to successfully extend that same production and manufacturing approach to their workforce development practices in order to fill their talent pipeline. American manufacturing is still reported to suffer from 2.4 million jobs unfilled through 2028, causing a potential economic loss of $2.5 trillion, despite the fact they have innovated their operations to include AI and robotics, state-of-the-art systems to maximize the safety and wellbeing of their workforce, and the average yearly salary is $76,258.

Is this next generation simply a lost cause? No. Traditional workforce development tactics are. 

Traditional workforce development methods graphic

(Sources: Job fairs: 600 attendees, pre-pandemic; Website: Conversion under 3%.)


Digital Transformation

While it’s been said before, it’s worth repeating. We don’t have a people problem when it comes to filling our talent pipeline, we have an awareness problem. Therefore, scaling our outreach efforts requires the same kind of digital transformation manufacturers have already operationalized, having proven that converting manual and analog processes into digitized processes creates better outcomes by connecting people, places, and things.

But thinking differently is hard. It’s rebellious. It’s risky. It’s also, according to Steve Jobs, “the only way to win.”

A digitally transformed approach to workforce development = high impact. Look for ways to use the very innovation created under Steve Jobs – the smartphone. It’s where your future workforce is at all times and engages through multiple channels more than 7+ hours a day.

This digital tool provides:

  • Deeper, quantifiable analytics
  • Increased scale
  • A faster, more efficient process 
  • Reduced costs
  • A preferred engagement universe for Gen Z
  • An opportunity to un-silo efforts between industry, educators and government through connectivity

That last one is worth a pause. Henry Ford, arguably auto manufacturing’s most enduring visionary in American history famously asserted, “if everyone is moving forward together, then success takes care of itself.” In an ‘every-man-for-himself’ era, this approach was considered innovative for its time; a precursor to the team culture mindset of today. And precisely why workforce development shouldn’t fall solely on the shoulders of economic developers, government, educators, or industry. That crevasse of a skills gap that needs to close in the next five years? That’s on all of our heads, which, when working together and sharing data and resources, will move us all forward. States and regions will be more competitive in business recruitment when they can fill industries’ pipeline; Departments of Education can prepare more kids for meaningful futures in their own backyard; and industry can continue to change the world on American soil. This kind of collaboration in workforce development is a win-win-win.


Nothing changes if nothing changes

“Every once in a while, a new technology, an old problem, and a big idea turn into an innovation.”  – Dean Kamen (Inventor of the Segway and iBOT)

So while innovation may seem risky and radical, history has already shown us that it’s also essential. Author Geoffrey A. Moore coins the perilous dynamic of this a chasm – the space between innovative visionaries and the more mainstream pragmatists, who, typically (and ironically), helm workforce development initiatives for the most innovative industries in the world. But if the pandemic has taught us anything, it’s the power of the pivot that makes or breaks a business, no matter what business you’re in.

So what would Steve Jobs do to attract a new generation of manufacturing talent to save us from off-shoring doom? After selling out of a $500+ never-seen-before mobile phone/computer in January of 2007 with zero inventory, he would innovate. 

And he would win.

Share any feedback below or ways in which you are innovating workforce development.

Gen Z Talks “Skilled” Careers: What They Wish They Knew – 3 of 3

Questions and Advice from Members of Generation Z

Gen Z has signaled their frustration at a lack of career support in school, and they’ve clued us in to their (mis)perceptions of manufacturing and the skilled trades. Now it’s time for them to express themselves in their own words. In this final article of the “What They Wish They Knew” series, Gen Z answers the titular question, “Regarding careers, what is something you wish someone would have told you sooner and/or will explain to you now?”

COLLEGE PATHWAY

  • “That college doesn’t help you understand what you want to do with your life.” -college student
  • “Don’t feel that you immediately need to go to college to be successful, especially if you don’t know what career path you’re going to take. College is tough and expensive and you really have to want to go to be able to make it work.” -recent graduate
  • “Would college be worth it or a good idea?” -high school student

THE JOB SEARCH

  • “I wish someone would have shown me sooner that there are so many different kinds of jobs out there. I thought I had to be a teacher, lawyer, or doctor.” -recent graduate
  • “I wish someone would explain in detail what each career is like and maybe have someone explain what it’s like to be a part of each career.” -high school student
  • “Explain the benefits and disadvantages of my future careers. Have someone walk me through what my future might look like.” -high school student
  • “I wish I was exposed to more high in demand jobs.” -college student
  • “How many options there really are no matter what degree level.” -high school student
  • “I wish someone would give me a survey of different jobs, so I can know what’s out there.” -college student
  • “I want someone to help me know what jobs I could have.” -high school student
  • “How to best look for careers.” -recent graduate

SUCCESS AND HAPPINESS

  • “I wish I had understood that I can be successful if I really have a passion and master my skills for whatever I want to do, whether traditional or not” -recent graduate
  • “As a high schooler, something that I wish someone would tell me is to do what makes you happy, and not to work on things that will only bring you success.” -high school student
  • “Don’t worry so much about doing one thing now; you can always change your job later on if you wish.” -college student
  • “I wish someone would’ve explained to me how to create my own value of time.” -college student
  • “Don’t let your career get in the way of living your life and enjoying it!” -recent graduate

If we prioritize open dialogue and listen to the generation of our up-and-coming workforce, that honest, clear discussion can help ensure a brighter tomorrow for us all.

Closing the skills gap in 2022: How is America doing?

Following the pandemic and the subsequent Great Resignation, the skills gap is as wide as it was last year (and only widening) as employers seek skill sets that much of the workforce lacks or will lack. If something doesn’t change in how we equip our next workforce generation with marketable skills in manufacturing and tech/IT careers, experts predict that by 2030 the talent shortage is expected to total a loss of $8.5 trillion in the US alone. Three industries, in particular, have seen tremendous growth in recent years and are facing high demand for workforce-ready talent: cybersecurity, aerospace, and the skilled trades. 

1. Cybersecurity

The past year has seen an alarming spike in cyberattacks, with ransomware attacks alone accounting for 623.3 million attacks worldwide, according to the widely referenced SonicWall yearly cyber threat report. As their headline for 2022’s report states, “Our future will increasingly belong to the proactive,” so cybersecurity is a field in which no one in the US can afford to fall behind; it’s not even enough to stay current anymore. 

Cybersecurity thought leader Chuck Brooks expresses in a January Forbes article that “cyber perils are the biggest concern for companies globally in 2022.” This pervasive concern means that cybersecurity professionals are in demand in every single industry across the nation. Unfortunately, though, the demand is not being met. A key witness to this cybersecurity skills gap around the country is the president and vice chairman for Microsoft, who recounts in his article from last fall, “As one person put it, ‘Every small business and start-up I know is complaining they can’t find people with cybersecurity skills.’” Although he moved from state to state, he says that the need to close the skills gap remained a constant talking point—and worry—for businesspeople.

The workforce shortage compounds the many challenges already faced in the rapidly changing landscape of cybersecurity. Microsoft’s vice president and lead of philanthropies, Kate Behncken, explains in a piece from this past March, “There simply aren’t enough people with the cybersecurity skills needed to fill open jobs.” In an effort to spread awareness of cybersecurity’s workforce needs, Microsoft recently launched a campaign in partnership with community colleges across the US, aiming to “help skill and recruit … 250,000 people by 2025, representing half of the country’s workforce shortage.”

The world needs cybersecurity professionals, and although steps are being taken to skill the newest generation of workers, America must make it a priority; “no one organization can close this gap alone,” the World Economic Forum warns, reminding us that the curbing of cyber threats “will require active and ongoing participation and partnership” from everyone. Cybersecurity still faces a critical skills gap whose worsening will deteriorate the strength of our country and compromise all of our futures. 2022 is the year to emphasize the daily impact of cyber threats and introduce cybersecurity opportunities to students so that they can enter the workforce with the skills required to defend the US.

2. Aerospace

The aerospace industry is another sector that is enjoying growth at the same time it faces a stagnation of trained employees. “A huge skills gap is emerging,” says Tech Times’s David Thompson, reporting on the 2022 Space Symposium, “now that the space industry is becoming a commercial endeavor, funding is increasing, and more startups are developing their own capabilities.” Part of the problem is that by the time traditional training methods have prepared a worker, the industry has already evolved. As Thompson points out, “the slow pace of academic teaching” and the current “time-consuming on-the-job training models” do not output “qualified space personnel fast enough, and the industry is suffering as a result.” 

The labor shortage comes at a time when aerospace is starting to soar again after the effects of the pandemic. Thompson relays, “Government organizations like the Department of Defense and NASA no longer have a monopoly on the stars.” This exciting development for the industry ensures even more growth to come—in both the “space” and the “aero” categorizations. Aerospace Manufacturing and Design says in their 2022 forecast that the demand for “business aircrafts” has quickly returned, “with utilization recently passing 2019 peak levels.” It is expected for air traffic to return to its 2019 peak early next year.

But as the aerospace industry recovers from the hits it took in 2020 and 2021, skilled professionals who possess crucial expertise are exiting the workforce and opening holes that employers struggle to fill fast enough. 

What’s the right direction for aerospace? Businesses are bridging the resulting gaps in two ways: through professional development efforts and digital solutions that “extend their teams and upskill current employees,” according to Eric Brothers, senior editor of Aerospace Manufacturing and Design. National organizations like Nova Space online and regional programs like Boeing’s DreamLearners in South Carolina hope to train and develop the next generation of aerospace experts who can close the skills gap.

3. Skilled Trades

The U.S. Bureau of Labor Statistics has projected that the skilled trades will experience a continued rise in job openings through 2030. However, as with cybersecurity and aerospace, “there’s a massive shortage of qualified tradespeople,” as Forbes expresses in an article aiming to empower vocational educators and therefore close the skills gap. Steve Sandherr, CEO of the Associated General Contractors of America, would agree that our current approach to education is part of the problem. “The federal government only spends $1 on career training for every $6 it puts into college prep,” he says on NPR. “This funding gap for career training is one of the main reasons so many contractors have a low opinion of the current pipeline for preparing new craft and construction professionals.” However, while building support within schools is certainly valuable, it’s not enough alone to bring new professionals to the trades. 

Why do trade careers struggle to recruit Gen Z? In a virtual interview with LCPTracker, Erin Volk of the AGC Construction Education Foundation identifies the problem: misperceptions. Volk is the Vice President, Workforce & Community Development lead, and Executive Director of AGC, so she is all too well familiar with the inaccurate portrayal of construction and other skilled trades. She explains that members of Gen Z are “digital natives” who, “throughout their whole lives, [have] been marketed to,” and the messages they’ve heard from the media are that “construction is not a lucrative career” and “you have to go to college to be successful.” In fact, data collected by Stanley Black & Decker last fall reveals four main contributors to the skills gap in trade careers: the “misunderstanding of long-term financial security, incorrect knowledge of required skills, lack of exposure to those in trade skills careers, [and] observation of trades as a ‘male-dominated’ industry.” Stanley Black & Decker and Volk have witnessed this lacking education about the trades at work (or, rather, not at work) and are doing something about it.

Enter Build California, the project that Volk describes as “designed to inspire, engage, and activate the next generation of [the] construction workforce.” Build California seeks to educate Californians of all ages about the state’s construction industry, including both the short- and the long-term benefits of such a career. According to the Build California website, the initiative provides “sustainable and stable pathway[s] for millions of residents across the Golden State.” 

Volk, her team, and industry leaders like her battle every day against the stigmas that keep people from construction and other skilled trades, working to widen access to reliable information about construction and economic advancement and—ultimately—increase the numbers of professionals in the field. “It’s difficult to do,” Volk says, “because there’s decades of [misperceptions] to undo,” but it’s a struggle whose overcoming will benefit us all. 

Looking ahead

Each of the above industries boasts well-paying careers and stable futures, but it’s clear that the skills and interests of the available workforce are not aligned with industry needs. For the term ‘skills gap’ to be removed from workforce development vernacular once and for all, industry, regions and departments of education need to work together on how to communicate with, prepare and engage the next workforce generation…quickly.

What are your best practices in closing the skill gap in your industry?

Gen Z Talks “Skilled” Careers: What They Wish They Knew – 2 of 3

Opportunities in Advanced Manufacturing and Skilled Trades

In an independent survey conducted last month, high schoolers, college students, and recent graduates—in other words, Gen Z—have made their voices heard when it comes to careers. In the first post of this three-part series, they’ve exposed a major deficiency in the modern education system: a lack of career awareness and readiness. This second article in the series will be underscoring a different contributor to the same problem and discussing its past, present, and future as we strive to prepare our up-and-coming workforce for satisfying, successful futures.

Outdated assumptions are keeping students from meaningful careers

It turns out that students in middle school, high school, and college are still severely impacted by old industry notions and stigmas. The campaign that arose a few decades back to work smarter and not harder has actually hurt the future of the workforce. We’ve internalized the message over the years, separated “hard” work from “smart” work, and—consequently—steered too many young students away from prosperous futures. Our nation’s “overreliance on this concept” has shaped perceptions of white-collar jobs vs. blue-collar jobs, deeming the former more valuable and desirable than the latter. 

So while it’s true that many students aren’t given enough information about future careers, it’s also true that the information they are intaking about professions like advanced manufacturing and skilled trades are outdated or misguided. 

The perceptions vs. the facts 

Here’s what Gen Z had to say…

Manufacturing perceptions

We asked high schoolers to list some words that come to mind when they hear “manufacturing”:

High school students perceptions of manufacturing jobs

We asked college students to list some words that come to mind when they hear “manufacturing”:

College students perceptions of manufacturing jobs

Manufacturing realities

  • Good pay. As of March 17th, 2022, the average salary for a worker in advanced manufacturing is $76,258.
  • Supporting our country. “Rebuilding our manufacturing economy is an essential component to strengthening our communities and creating opportunity for all Americans,” Commerce Secretary Gina Raimondo says.
  • Supporting you. “Contrary to the decades-long, ‘dirty hands’ stigma, employees come first in today’s manufacturing,” we explain in this article. “Corporations like West Virginia’s Lockheed Martin offer education assistance, paid time off, and even smoking cessation and wellness programs.”

Skilled trades perceptions

We asked high schoolers to list some words that come to mind when they hear “skilled trades”: 

High school students perceptions of skilled trades jobs

We asked college students to list some words that come to mind when they hear “skilled trades”:

College students perceptions of skilled trades jobs

Skilled trades realities

What can we do? 

Because a staggering “75% of Americans have never had a counselor, teacher, or mentor suggest they look into attending trade or vocational school as a means to a viable career,” most high schoolers are not adequately aware of potential professions, so college seems like a necessity to them. We’re doing a disservice to the younger end of Gen Z, and we’ll continue to fail the generations after them if we don’t change the American belief of “no college, no future.” We need to help students understand their options sooner, because there are plenty out there! “Vocational education is an effective path to prosperity and self-reliance,” as Forbes explains, and it is a path that deserves to be explored by more students, parents, and advisers.

Yes, something needs to change—but it is starting to, with efforts like skillsgapp’s to educate our students on pathways and opportunities. Tina Zwolinski, founder and CEO of skillsgapp, offers three solutions to the problem of workforce development, listing greater broadband access, a reset of educational expectations, and innovations in recruitment and the workplace to reach Gen Z.  

Guidance counselors, let’s really emphasize career planning in high school. Teachers, let’s link students’ interests and talents to real-life applications. Parents, let’s move away from the bachelor’s-degree-or-fail mindset. Industry leaders, make sure you’re reaching these students. We can equip this incoming workforce with better career awareness—if we listen to the concerns and aspirations of Gen Z’s many voices. 


In the third and final part to this series, we’ll have a chance to hear directly from members of Generation Z as they ask important questions and offer advice to others of their age.

Engaging and Skilling Your Future Workforce

Your future workforce was born between 1997 – 2012, which means they will be entering your employ between 2020-2030. So if you don’t have a huge Gen Z employee contingent right now, you soon will. 

This is why there’s been a lot of talk about how to attract and skill this next group of talent, the generation born with a phone in their hand. But few industries have yet to “nail” their recruitment strategies, still reeling from lack of in-person and in-school opportunities for career awareness and pathway support. Even though it seems we’re all back to normal, we’re different, which means our recruitment strategies need to be, too.

Workforce Engagement Challenges – Reach Is at Rock Bottom

  1. Career Awareness – 53% of Gen Z cited not having access to industry programs in school
  2. Pathway Access – 59% have never had a counselor, teacher or mentor suggest trade or vocational schools as viable options
  3. Generational Stigmas – Only 3 in 10 parents would guide their child into manufacturing

Here lies your pivot: Gen Z learns by doing. This may seem counterintuitive based on the last two years spent out of the classroom, but those habits formed behind a screen paradoxically opened up their worlds to meaningful experiences previously unattainable or—in workforce development’s case—overlooked. 

Workforce Engagement Opportunities – Mobile Matters  

Did you know that 96% of Gen Z has access to a cell phone, even in under-resourced areas? In fact, they expect to be able to do most things on their smartphones from wherever they happen to be. Your workforce development programs and initiatives need to be easily accessible from a mobile device and not only that but also considered “active” environments where delivery of content is flexible, collaborative, and gives them the ability to put into practice what they’ve learned. 

Tools and tactics to attract tomorrow’s talent:

  1. Video shorts – Video is second nature to Gen Z, who would generally rather watch a quick explainer video on their phone than read a thick manual
  2. Social and email – The phenomena of global engagement on social media with any generation, particularly Gen Z, is profound, but unlike most of their predecessors, they receive far fewer emails per day, making “clutter” a non-issue for outreach 
  3. Virtual events – Live events are always impactful, but they’re not scalable, and they can’t go wherever you go
  4. Gamification90% of Gen Z classifies themselves as gamers, and according to neuroscience studies, play is the most effective way to increase engagement and performance. 

Skilling your Future Workforce

The same mobile phenomena holds true with skills training. According to Emily Alonso, consultant for WorkforceReady, a mobile-accessible platform that offers self-paced, online work readiness and soft skills courses and certificates to Gen Z has been quantifiably profound over this last year. In a survey of 2,000 participants in the LA area, respondents reported a 200% increase in confidence in their critical thinking after completing a corresponding online, self-paced training module. One Gen Z-er reported after completing such virtual training, “Aside from the tasks assigned, we were able to choose other ones to help us with our future job choices and interests. I really liked that.” This is a workforce training initiative that is 100% free to the user, and 100% available anywhere at any time. 

Got 30 minutes?

To learn more about how to engage and skill your next workforce, hear directly from skillsgapp’s CEO Tina Zwolinski and Cornerstone Ondemand foundation’s Director of engagement Amy Haggarty during this free, pre-recorded webinar…to watch at any time, from wherever you are.

Gen Z Talks “Skilled” Careers: What They Wish They Knew – 1 of 3

Students Need More Career Support

In an independent survey conducted last month, high schoolers, college students, and recent graduates—in other words, Gen Z—have made their voices heard when it comes to careers… and the results show that our country desperately needs to better help students navigate their futures. A majority of the survey’s participants signal that they have not received the support necessary to make informed decisions about occupational choices. It’s clear that, in general, it’s as simple as students not knowing what opportunities exist.


High school responses

stats on career awareness for high school students
Takeaway:
  • High schoolers don’t feel adequately prepared to enter the workforce because most don’t know what career options are even available. This speaks to the percentage of current college students below who indicate they might have considered a vocation rather than immediate higher education.


College responses

stats on career awareness for college students
Takeaway:
  • Educational pathways need “a reset.” The problem expressed by the high schoolers of this survey (a lack of career awareness) bleeds into the responses of our Gen Z college students, suggesting that they, too, did not hear about pathways other than college.
  • Forbes Senior Contributor Robert Farrington advocates for trade schools in a recent article, begging parents to overcome the stigma that surrounds students’ skipping of a four-year education. “Trade school help[s] students land a job faster … [and] costs significantly less than traditional college,” he explains. “Plus, jobs in the trades are booming in general, whereas many other industries are oversaturated with new graduates looking for work.”


Graduate responses

stats on career awareness for high school graduates
Takeaway:
  • Few recent grads reported doing exactly what they had planned while in high school, illustrating the following recurring piece of advice that these same surveyees offered to the younger members of their generation: keep an open mind.
  • “Be flexible,” one response says. “Don’t stress, but be open to various opportunities and try things out until you find where you want to be.” Another suggested, “You can change your mind about what you want to do at any point! I’ve learned that your major doesn’t dictate what job you should pursue.”
  • With college graduates of all ages getting “hit [the] hardest by the pandemic,” the responses from the upper end of Gen Z show that they realize that higher education isn’t necessary for everyone. However, is it too little, too late?


Next steps

It’s clear that we as a society need to ensure that students are introduced to lifelong opportunities sooner. Kids want to know how they can use their interests and skills in the real world; it’s a sentiment that is all too familiar to middle- and high school teachers, who are consistently asked, “When will we use this in the real world?” Our future generations should be armed with the knowledge needed to start making decisions for themselves. 

We want students to enter the workforce confidently and passionately—not hesitantly or regretfully—having sufficiently explored their options beyond mom and dad’s advice of being a lawyer or doctor. Because there are so many high-paying “nontraditional” jobs going unfilled, Gen Z will need to branch out in many directions, but the only way they can do that is through exposure to different careers. As the next generation, their success is our success. We need to pay attention to their voices now and answer their earnest questions of, “What can my future even look like?” 

Part 2 of this series will explore opportunities for students in advanced manufacturing and skilled trades, as well as how we might best prepare Gen Z and all generations to come.

How the Pandemic Shifted Gen Z’s Perception of Manufacturing Careers

According to a recent survey, there was a quantifiable uptick in Gen Z’s perception of manufacturing, revealing that of the 1,000 surveyed, 56% said their views on manufacturing changed because of the pandemic, with 77% reporting they view manufacturing as more important. The survey also showed that 54% of respondents said they had not considered a job in frontline manufacturing prior to the pandemic, but 24% are now open to the idea. 

However.

The majority (52%) still remain disinterested or neutral in frontline manufacturing work; of those, 30% are concerned it might be a “low-skilled, manual job.”

Smarter technology in manufacturing

We currently live in an age where technology in the manufacturing world is changing at rates that it never has before. Matt Kirchner, president of LAB midwest, a leading distributor of curriculum, eLearning, and hands-on training equipment for advanced manufacturing, recently shared the biggest automation need for Ashley Furniture, the largest furniture manufacturer of the world’s. The top tier competencies when hiring new team member, according to him – whether from a technical college or from a university – is understanding not just the component technologies, but how to integrate a robot with a conveyor with smart sensors and smart devices; how to integrate a robot-loaded machining center into a manufacturing operation; how to connect these systems to work together in concert; and then communicate with a computer network so that they can use that data in real time. 

As we face the mass exodus of the silver tsunami in manufacturing, whose job descriptions bore nary a robot-loaded, smart anything, it’s fair to say that the future of our couches, cars, and cancer treatments now lie in the next generation’s hands.

Talent recruitment is still a challenge

Here’s the good news: Gen Z loves technology, robots, and smart devices. They also love companies with purpose. Even better news? Advanced manufacturing categorically checks all of these boxes.

So why the aforementioned ‘meh’ from 52% of your future talent pipeline?

1. Lack of understanding. Unfortunately, the industry hasn’t fully explained the dynamic, technology-driven environment of the modern plant floor, according to President and CEO of L2L, Keith Barr.

2. Lack of support. According to a survey, 75% of Americans have never had a counselor, teacher or mentor suggest they look into attending trade or vocational school as a means to a viable career.

3. Lack of exposure. Current industry recruitment efforts are difficult to scale. The National Association of Manufacturers recently took their recruitment show on the road as part of their Creators Wanted initiative, during which kids were invited to experience firsthand the innovation and opportunity behind some of manufacturing’s biggest players, but only about 20 kids at a time, one city at a time.

A new way to attract Gen Z

If you’re selling them a future in technology (you are), you need to use technology. According to techjury, American teens spend an average of 9 hours a day in front of screens, and more than 7 of those are spent on mobile phones. Therefore, it makes perfect sense for the manufacturing industry to consider leveraging this medium to scale its outreach efforts in order to capitalize on Gen Z’s unique skills and interests – no matter where they are. By transforming career awareness, training pathways, and job opportunities into engaging mobile technology, states, industry, and education can revolutionize how the next generation engages in – and views – skills-based careers at an earlier age.

What is your biggest challenge in filling your talent pipeline?

How The Great Resignation is a Great Opportunity for Manufacturers Looking to Recruit

The Great Resignation. The Great Reshuffle. Whatever the phrase, COVID-19 hit the global labor force big, and few industries have been spared. In the US alone, April saw more than four million people quit their jobs, according to a summary from the Department of Labor – the biggest spike on record. The exodus is being driven by Millennials and Generation Z, says an Adobe study, who are more likely to be dissatisfied with their work. In fact, more than half of Gen Z reported planning to seek a new job within the next year.

Why? Because the last eighteen months have allowed everybody to rethink their careers, work conditions, and long-term goals. The top of the list? According to Jessica Schaeffer, vice president of LaSalle Network, a staffing and recruiting firm, more money, better benefits, and flexibility.

Ray Everett, CEO of Reward Solutions, adds that the lack of a clear path in employees’ career progression is one of the most common complaints he hears. The manufacturing sector can win big with Gen Z here, as a key complement to their employee value proposition is a huge trajectory for growth. 

Good News for Manufacturers Hiring Gen Z

More Money: The average hourly wage within manufacturing is a few pennies shy of $30, with project managers averaging $47 per hour, or between $92,500 per year and almost $98,000 per year.

Better Benefits: Many manufacturers, like auto innovator Tesla, provide health insurance, life insurance and disability protection, vision and dental coverage, a retirement plan, a stock purchase plan, short-term disability pay, long-term disability pay, and general employee assistance programs.

Flexibility: Contrary to the decades-long, “dirty hands” stigma, employees come first in today’s manufacturing. For instance, corporations like West Virginia’s Lockheed Martin offer education assistance, paid time off, and even smoking cessation and wellness programs.

Trajectory for Growth: A national workforce report has shown that “firms are more likely to promote internal employees for management positions. Overall, firms promoted 8.9 percent of employees.” The Chief Scientific Officer at Nephron says that her company’s culture “values hard work and career advancement. … [It’s] a place to start, develop, and succeed in your career.”

Reaching Gen Z

Reaching Gen Z – half of whom are looking to make a career move is priority #1 for American manufacturers today in order to close the skills gap projected to reach 2.4 million unfilled jobs through 2028. 

The National Association of Manufacturers recently took their recruitment show on the road as part of their Creators Wanted initiative, during which kids were visited in key locations to hear – and experience – firsthand the behind-the-scenes innovation and opportunity behind some of the cars they drive, pharmaceuticals they use, and the everyday products that make our world go around. 

Now imagine being able to scale this effort by meeting kids wherever they are, on their phones, at any time of day. According to techjury:

• There are 3.5 billion smartphone users in the world today

• Americans spend an average of 5.4 hours on their phone a day

• American teens spend an average of 9 hours a day in front of screens, and more than 7 of those are spent on mobile phones.

• Career awareness and pathways can now be gamified, per region, per industry with trackable data not only for industry to recruit from but for states to secure their competitive advantage.

How are you rethinking and innovating your workforce recruiting to reach Gen Z? Share your ideas below with us.

Attracting Gen Z to a Career in Skilled Trades: An Insider’s Perspective

Joe Jenkins, a licensed flooring and general contractor in California, and husband of skillsgapp co-founder Cynthia Jenkins, sits down with skillsgapp to discuss his career in the skilled trades.

SKG: When did your journey into the trades start?

JJ: The day after I graduated high school, literally. My parents said, ‘You’re 18 now. Go find your way.’ So I drove to Colorado where a friend was a flooring contractor and started laying carpet.

SKG: Had you any experience or training before that?

JJ: No, I waited tables after school like most of us in those days. But there wasn’t really a future in that for me. Or anywhere, it felt like. I had barely graduated high school due to a learning disability, so I just went where opportunity took me.

SKG: So it was a default.

JJ: Back then construction was always considered a default. If you’re not a doctor, lawyer, or accountant, you’re a laborer. There was no high school curriculum offered in skilled trades back then, so it was clearly a Plan B.

SKG: How did you move from flooring to building?

JJ: I came back to California, got licensed and started my own flooring company with a showroom, crews and an office staff, which I ran for about ten years. And then I found I loved building, so I took classes, got licensed and “started over”, so to speak, and currently run a small, successful residential remodel business in Orange County, CA.

SKG: What would you tell kids who are considering a career in skilled trades?

JJ: Do it! I, personally, can’t find good, new talent and I know I’m not alone. This next generation solves problems differently than mine, they see things we don’t, they leverage resources we can’t, especially digitally

SKG: There are a few barriers for this next generation to consider a career in skilled trades – stigmas about compensation, quality of life, trajectory for growth. How would you respond to that?

JJ: Having a skill that the general public doesn’t have, but needs, is a pretty good position to be in. Plumbers, carpenters, and HVAC techs are making $50-$75 an hour to start right now. They can pick and choose their projects. They can go on vacation. There’s no being tethered to a desk in many of the trades. Or you can be in a more traditional office environment as a project manager, if that’s your preference. 

SKG: How would you suggest kids start?

JJ: Just like any career, you need training. Bridges can fall, pipes can burst and roofs can collapse if you don’t. High schools are offering great CTE programs, from CAD to welding to machine shop now. I’d advise trying one of those instead of, maybe, ceramics to fulfill an elective requirement. In my state, BUILD CA also has great resources for apprenticeships, training, and career pathways for those outside of school.

SKG: Last thoughts?

JJ: I married into a family of doctors, lawyers, and accountants with a lot of diplomas on the wall. Who’s the first person they call when they have an electrical, plumbing or foundation issue? Me.

Career Awareness Within Manufacturing: Three Untapped Opportunities to Reach the New Workforce Generation

Held on the first Friday of October each year, the National Association of Manufacturers organizes Manufacturing Day. Its purpose? To raise awareness among students, parents, educators, and the general public about modern manufacturing and the rewarding careers available. Since its inception, both the manufacturing industry and federal agencies have gotten creative with their outreach initiatives in an effort to dispel some of the “dull and dirty” misconceptions about such jobs, from official proclamations and factory tours to mobile escape room experiences. 

Despite such efforts, and arguably accelerated by the resource shortages perpetuated by the pandemic, the skills gap in American manufacturing is reported to reach 2.4 million jobs unfilled through 2028, causing a potential economic loss of $2.5 trillion. As we recover, industry, educators, and government agencies are tasked to not only think differently regarding how to build career awareness but to incite action in order to help the public perceive U.S. manufacturing as the modern, vibrant, growing industry that it is today, so that it will continue to be tomorrow. 

Three opportunities for reaching manufacturing’s next workforce generation:

1. Gaming: Gen Z (those aged 9-24) grew up and teched up in 2020-21. They’re also more likely to consider working in manufacturing than previous generations. The manufacturing industry should consider developing technology that utilizes gamification to simulate vocational experiences in order to take advantage of Gen Z’s unique skills and interests – no matter where they are. Unfortunately, according to President and CEO of L2L, Keith Barr, the industry hasn’t fully explained the dynamic, technology-driven environment of the modern plant floor.” Mobile gamification allows for scalability and reach, even in under-resourced communities.

2. Earlier Intervention: According to a survey, 75% of Americans have never had a counselor, teacher or mentor suggest they look into attending trade or vocational school as a means to a viable career. Why? In part because teachers and counselors require a four-year-degree for their careers which intrinsically feeds the stigma, whether intentional or not. Even those who do tout the benefits of an ‘alternative route’ in high school, it’s often too late. Disappearing are the days of rote physical acts performed on a factory floor. As emerging technologies displace low-skill jobs in modern manufacturing, new jobs require new skills, requiring a keen balance of art and science. The earlier a student becomes versed in these skills and is exposed to corresponding pathways in middle school, the more deliberate and prepared they can be in navigating their own hopes and dreams, not those of their predecessors.

3. Increased access to hands-on learning and apprenticeships: Preparing students for their future careers through experiential learning opportunities outside of the classroom is like trying one on. If someone demonstrates proficiencies and interest that industry is looking for, corresponding educational and career pathways can be strategically offered and incentivized to an already vetted, future employee. If the opposite, investment in training in a non-viable employee is removed from a company’s bottom line. Vital Link, an example of a  non-profit organization in Southern California offers students hands-on programs that introduce them to the world of robotics, engineering, manufacturing, healthcare and medical, computer programming, digital media arts, and automotive technology enabling them to explore their interests, expand their skill sets, and develop a network to create pathways to “jumpstart” their future careers – an expedition manufacturing so desperately needs.

For the skills gap to close, more than factory doors need to open; so do our minds. Will Healy III, a mechanical engineer at Purdue University, perhaps says it best. “Pick something you will do different in 2022. You have to.” 

Care to share your own ideas for closing the skills gap in 2022? Please comment below.