Refill the personnel pool
The people and skills you need are out there, but it’s going to take some work to track down or develop them.
The brain drain due to Baby Boomer retirements continues today, though it may have eased somewhat after climaxing during the COVID-19 pandemic. However, skills shortages driven by these situations are further compounded by accelerating digitalization and other technological shifts, which leave veterans and rookies alike without the know-how and competencies required to serve and succeed in many process industries and other manufacturing sectors.
Fortunately, some U.S. community colleges and regional workforce organizations report their programs are typically expanding both with new students and experienced workers coming in for training in new disciplines. Several colleges add they're partnering more closely than ever with local companies, who also appear to be getting the message that they must provide genuine support and leadership to retain recent graduates after they’re hired or existing staff after they’re retrained.
- Joliet Junior College expands services and enrollment: JJC graduates, staff and supporters help meeting the staffing needs of Chicago-area process companies.
- Mutual support—inside and out: AMT lives and breathes respect, integrity, support and excellence.
- San Jacinto College trains staffers for Houston Ship Canal companies: Nine labs at LyondellBasell’s Center for Petrochemical Energy & Technology allow hands-on instruction.
- Endress+Hauser celebrates 10 years of workforce development: Nexus interest-matching program and Community Career+Education Forum each reach a decade of service.
- Hands-on training comes face-to-face at Central Piedmont: Community college builds labs and collaborates with local schools and companies.
- U.S. manufacturing institutes lend an expert hand: Chicago-based MxD familiarizes participants with digitalized tools, cybersecurity and workforce expertise.
- How to recruit and retain: Essential strategies for attracting, developing and keeping new and existing employees.
- How to align candidates and companies: ISA Houston section president shows how to recruit, communicate, and match employers’ needs with potential new hires.
- Just keep training to keep up with technology: CESMII smart manufacturing institute show how micro-credentialing and continual education can refresh and add skills.
- Engage core strengths to grow your own candidates: System integrator Interstates demonstrates the best recruitment tool is internal development.
