The light industrial staffing sector is no stranger to workforce challenges. With increasing demand for skilled workers and a competitive hiring landscape, many employers are grappling with persistent skills shortages. A recent survey revealed that 77% of employers in the US manufacturing sector say they will have ongoing difficulties in attracting and retaining workers in 2023 and beyond.
Yet there are solutions available, allowing you to access hidden talent pools and streamline workforce management, using the right technology.
This blog explores strategies businesses can adopt to uncover these hidden sources, bridge the skills gap, and create a more sustainable workforce.
The growing skills shortage in light industrial workforces
Vacancies in the light industrial staffing sector still remain higher than pre-pandemic levels, driven by increasing consumer demand and an aging workforce. However, traditional recruitment methods often fail to fill this gap, leaving businesses understaffed and overstretched, placing greater strain on permanent employees.
To meet demand, employers must redefine their approach to hiring, and consider options that they hadn’t previously.
What are hidden talent pools?
Hidden talent pools refer to groups of individuals who may not traditionally be considered for light industrial staffing roles but possess the potential to excel within them, with the right training and support. Examples include:
- Career switchers: Workers transitioning from industries like retail or hospitality, where transferable skills such as teamwork and adaptability are abundant.
- Underrepresented groups: Talent from often overlooked demographics, including older workers, women, or individuals with disabilities.
- Gig workers: Individuals accustomed to flexible work who may be open to more structured roles in light industrial staffing settings.
Strategies to discover that hidden talent
1. Rethink job requirements
Overly rigid job descriptions can deter qualified candidates. For instance, requiring years of experience in a specific role might exclude applicants with relevant transferable skills.
Solution: Focus on core competencies, like problem-solving, communication, and adaptability. Provide on-the-job training to bridge specific skills gaps.
2. Partner with community organisations
Collaborating with local organisations can help you reach talent pools that might otherwise go unnoticed. Partnerships with job centers, non-profits, or training providers can connect businesses to underrepresented talent, such as veterans or ex-offenders.
Next steps: Establish partnerships to access pre-trained talent. For example, you could reduce warehousing vacancies by working with a local non-profit group to recruit ex-offenders trained in forklift operations.
3. Leverage VMS technology for agency management
Managing multiple recruitment agencies can often feel like something of a juggling act, leading to missed opportunities to hire the best talent. Vendor Management Systems (VMS) are almost indispensable technologies that centralize agency management and streamline hiring processes.
Key Features:
- Visibility: Real-time insights into agency performance, costs, and compliance.
- Automation: Reduce admin time with automated invoicing and candidate matching.
- Efficiency: Decrease time-to-hire by integrating multiple agencies into a single platform.
4. Use AI to identify candidates with potential
Artificial intelligence (AI) and predictive analytics can identify candidates with potential, even if their resumes don’t match traditional criteria. AI-driven recruitment platforms have been shown to reduce time-to-hire by 30% and increase the quality of hires.
Example: Recruitment tools that analyze behavioral data and transferable skills can help businesses find talent often overlooked by traditional methods.
5. Offer flexible work options
Hidden workers often value flexibility in their roles. For example, older workers or those with caregiving responsibilities may prefer part-time hours or adjusted schedules.
Solution: Develop a flexible work strategy that aligns with operational demands. Companies offering flexibility see a 22% increase in applications.
6. Create a culture of inclusion
A welcoming and inclusive workplace is essential for retaining diverse talent. Inclusive companies are 35% more likely to outperform their competitors.
Next steps: Invest in Diversity, Equity, and Inclusion (DEI) initiatives, including unconscious bias training and mentorship programs.
The benefits of accessing hidden talent
Discovering hidden labor pools isn’t just about filling vacancies — it’s about building a strong, reliable workforce. Benefits include:
- Reduced turnover: Employees given the chance to prove themselves often show higher loyalty, significantly reducing turnover.
- Improved diversity: Diverse teams drive innovation and are 21% more productive than less diverse teams.
- Cost savings: Investing in training for new talent can reduce reliance on expensive temp agencies.
It’s time to look beyond the obvious
The light industrial staffing sector’s skills shortage is a challenge, but it’s also an opportunity to redefine recruitment strategies. By tapping into hidden talent pools and using tools like VMS technology, businesses can address their immediate hiring needs while creating a stronger, more adaptable workforce.
Are you ready to change your approach to workforce strategy? If so, start looking towards new tech-based solutions, to uncover new sources of talent — because the very workers you need might already be closer than you think.
