Why Should People Work For You? Every Employer Needs a Good Answer

Workforce recruitment marketing is incredibly challenging for manufacturers and industrial businesses- and, let's face it, for nearly everyone these days. Job seekers have countless options and are adept at quickly researching opportunities to determine if a job and company are worth their interest.

The good news? Your recruitment messaging doesn't have to be complicated. Simply communicate why people should want to work at your facility and why they'll want to stay.

The challenge arises if:

• Your career page fails to effectively showcase what your company does, how it makes a difference, and what you offer to employees. If a candidate feels let down after clicking a job posting or social media link, it's time to revisit your website.
• You have workplace culture gaps and struggle to be seen as an employer of choice. In this case, leadership may need to face some hard truths about improving employee satisfaction and retention to attract the workforce of the future. (Chances are, this is already evident through retention problems and unfilled positions.)

Recruitment Strategies: Communicate Your Truths

Workplace strategies could fill volumes, and we encourage you to explore best practices that suit your business. Here are a few essential reminders for aligning recruitment strategies with your messaging:

• Be Honest and Transparent: Authentic communication with prospects and new hires is crucial. In a competitive job market, candidates appreciate honestly about what your company offers and what working there entails.
• Understand Your Audience: There's no one-size-fits-all recruitment tactic. Experiment with innovative approaches like talent-matching technology, gamification, or exploring untapped talent pools. For instance, many employers still use a credit check to help guard against theft, which may deter otherwise qualified candidates.
• Build a Culture That Starts with Onboarding: Retention begins on day one. Losing new hires who leave after a single lunch break- or worse, before their first week is over- is a sign that onboarding needs improvement. Lisa Pustelak of the Northwest Industrial Resource Center highlights the importance of having a clear plan for the first day, week, and 90 days. New hires might not be the problem- it could be what they're running from.

As you develop your workforce recruitment messaging, keep these strategies in mind to craft a compelling and effective approach.

What's Your Purpose? Why Should People Work for You?

Young people seek purpose and a chance to contribute to something greater. Your recruitment messaging should reflect this and be prominently featured on your website.

You play a vital role in the local economy and your industry- tell that story with pride.

Whether machining parts for medical devices that support healthcare, contributing to the electric vehicle supply chain that's transforming manufacturing and sustainability, or crafting recreational equipment that brings joy, your work matters.

You're also offering meaningful careers and living wages that empower families, support communities, and change lives. Highlight these impactful aspects of your business confidently and authentically.

What Defines Your Workplace Culture? What Keeps Employees with You?

David Rea from Catalyst Connection in Pittsburgh wrote a great article on workplace culture, discussing not only what it looks like but also how to cultivate it within your company. The core idea is that if employees are your most valuable asset, your company will naturally be people-focused It's worth checking out.

Another key factor in employee retention is offering a clear career path. Employees want to know that they won’t be stuck doing the same tasks indefinitely and will have opportunities for growth in both responsibilities and compensation. Every manufacturer can show prospects and new hires potential career paths within the company. A powerful approach is using your current employees as examples—allowing them to share their stories in videos about their years of experience and what motivates them to show up every day. Having employees speak about what they love about the company and showcasing these stories of pride can help build a strong connection with your team.

Additionally, be open about employee perks and benefits. It’s important to honestly communicate what you offer. If your perks and benefits aren’t competitive in the local market, it’s crucial to bring this to the attention of leadership.

How Manufacture Nevada Can Help

Manufacture Nevada can support manufacturers in enhancing their workforce recruitment strategies by helping to craft clear, transparent messaging that highlights the purpose and impact of the work being done. Through their expertise, businesses can build a compelling online presence, ensuring their career pages showcase what makes them unique and why job seekers should want to join their team. Furthermore, Manufacture Nevada offers guidance in improving workplace culture and retention strategies, providing tools and resources to help develop a strong onboarding process, career growth paths, and competitive employee benefits. By leveraging their services, manufacturers can address culture gaps and position themselves as an employer of choice, ultimately attracting and retaining the workforce of the future.

For more information, and to schedule a free consultation with our Business Advisors, click HERE.

Content from this blog was sourced from Industrial Marketer.