The manufacturing industry has been experiencing a dual struggle of talent shortage and layoff challenges. On one hand, there is a shortage of skilled workers, making it difficult for manufacturers to find qualified employees. On the other hand, economic fluctuations and technological advancements have led to layoffs and workforce reductions, adding to the overall instability within the industry.
Throughout 2022, Right Management supported manufacturing leaders in evaluating current and future readiness of their teams, fostered the growth of key leaders, and assisted the transition of those who were not part of the organization’s future plans.
“Losing my job felt a bit like losing my identity. I lost my routine, my community of work colleagues, and my confidence. Right Management helped me regain my confidence and develop a plan that worked for me.”
“I know that companies have laid people off and left them out to dry. I’m very thankful I didn’t have that. And, investing in outplacement sounds like not just the right thing to do, but the only thing to do.”
After their program, 92% of manufacturing industry candidates felt prepared for a job search. Compared to the 55% that felt prepared directly after separation.
79% of candidates would still recommend their previous employer as a place to work, and have an overall positive view of the company.
After completing their program with Right Management, 90% of transitioned employees would still purchase and recommend their previous employer's products.
Coaches noticed that most candidates were sad to be selected, but not surprised given market conditions in the manufacturing industry.
Candidates appreciated the check-in from Right Management and they "felt like their employer wanted to ensure their wellbeing."
Candidates felt like the notification process was robotic and failed to address their questions.
Most companies have a need for digital transformation/AI knowledge and these skills are regularly listed in job postings.
Longer tenure leads to a much greater feeling of betrayal at a former employer after separation. Candidates feel as if they invested their life into a company and are left without a parachute.
The tough work environment is causing many candidates to shy away from the manufacturing industry, making it difficult for manufacturers to fill roles.
Candidates coming from a position that required very specialized skills have a difficult time branding themselves in a dynamic way. These candidates worry they are not employable in a shifting talent landscape.
There is a high demand for skilled workers, but pay is lower. Many candidates worry that their compensation at a new job will be much lower than what they were previously making.
There is an increasing demand for professionals experienced in cyber technology. Especially for the financial servcices industry.
Candidates Referred: 3095
Candidates Started: 1326
Candidates Referred: 8525
Candidates Started: 4617
Candidates Referred: 5611
Candidates Started: 3693
Candidates Referred: 434
Candidates Started: 243
Candidates Referred: 186
Candidates Started: 115
Candidates Referred: 320
Candidates Started: 217
Response Count = 642,577
TouchPoint Score Count = 424,458
As global outplacement leaders, we take our candidates’ experience seriously. At the end of each coaching touchpoint, event, seminar, etc., we randomly sample an externally valid population of candidates to determine satisfaction and uncover areas for improvement.
This data is updated monthly and reflects 2022 responses.
To support the manufacturing industry we recommend the following: