Selena Kearvell, Senior Vice President, North
The skills shortage in UK manufacturing is well documented. Even three years ago 81% of manufacturers said they were struggling to find people with the right experience and qualifications to fill vacant roles.1 The overall picture hasn’t changed much in the intervening years.
For instance, recent research from PwC, summarised in its Annual Manufacturing Report that the shortage is now becoming an urgent crisis. Manufacturers are facing the largest shortage of skilled workers since 1989.1
The idea that the UK is no longer a manufacturing country is a myth.2 In fact, the UK is the ninth largest manufacturing nation in the world, with the sector employing 2.7 million people earning an average annual salary of £32,500.1
So, why are UK manufacturers facing the worst skills shortage for 30 years?
The answers are many and varied but a key factor is that highly skilled, experienced employees are retiring more quickly than new employees are entering the industry.
That is, at least in part, because the sector has an image problem among young people. Manufacturing work can be seen as old-fashioned, repetitive, and low-paid. As a result, they do not view manufacturing as an attractive career choice.1
Allied to that, the shift towards advanced technologies – from 3D printing to robotics and artificial intelligence – means manufacturers increasingly require high-tech skills, which are also in short supply.1
Finally, there remains concern that Brexit, plus the impact of the COVID-19 pandemic, will drive a further exodus of overseas workers. This would be a huge challenge for an industry in which those overseas workers currently account for almost 20% of employees.3 But whatever the root causes, it is clear that a continuing skills shortage is a real threat to UK manufacturers. Particularly as the sector transitions to advanced technologies enshrined in the Industry 4.0 model. The consequences range from reduced productivity to increased operational costs, and an inability to meet consumer demand – which may ultimately impact firms’ ability to stay competitive in a global market.1
The scale of the shortage has forced manufacturers to take a long-term view of their requirements. They’re working harder to attract and engage the next generation of talent and making more of the skills they already have.
Some of the approaches currently being used include:
When you’re recruiting, you’re looking to do two main things – properly advertise your role so that you’re attracting the right people, and properly advertise your business, so candidates can view it as a place they’d like to join and stay with. Consider using specialist manufacturing sector recruiters also.
While training and development tied to clearly defined career paths can help with both recruitment and retention, there are more direct opportunities too. For instance, strong employee compensation and benefits packages can have a significant effect on retention, while also aiding recruitment by positioning manufacturers as attractive employers.13
Redefining your workplace and reshaping retirement can unlock real health and wellbeing for your employees. Such investments can help mitigate your risks and reduce your costs while helping to ensure a healthier, happier and more productive workforce. Making these changes will help attract the best manufacturing talent during a skills shortage.
Sources:
1. https://www.jjsmanufacturing.com/blog/uk-manufacturing-skills-gap
2. https://www.lloydsbank.com/assets/resource-centre/pdf/business-in-britain-report-manufacturing-july-2019.pdf
3. https://www.theguardian.com/world/2021/mar/07/exodus-of-foreign-workers-a-threat-to-uk-recovery
4. BAE Systems Whitepaper, Future Skills for Our UK Business
5. https://www.renishaw.com/en/working-with-universities--34623
6. https://www.mclaren.com/group/news/articles/royal-opening-mclaren-automotives-carbon-fibre-innovation-and-production-centre/
7. https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/brand-factsheet#gref
8. https://yello.co/blog/best-employer-branding-examples/
9. https://media.jaguarlandrover.com/news/2020/11/jaguar-land-rover-hire-300-software-and-engineering-apprentices
10. https://www.pesmedia.com/uk-manufacturing-apprenticeships-15042021/
11. https://www.industryweek.com/talent/education-training/article/21120838/manufacturers-willing-to-spend-to-shut-the-skills-gap
12. https://www.sage.com/en-gb/blog/tackle-manufacturing-skills-shortage/
13. https://briterecruitment.com/a-guide-to-employee-benefits/?utm_source=rss&utm_medium=rss&utm_campaign=a-guide-to-employee-benefits
Selena Kearvell
Selena is Senior Vice President of the North Region and a chartered insurance broker and has worked at Marsh / Marsh Commercial for the last 10 years. Selena has experience arranging insurance and risk management programmes for SME’s through to large multinational corporates.