The Manufacturing and Distribution sectors are making a big comeback in the U.S. We’ve seen continued expansion on U.S. soil, and hiring managers in these sectors are poised to add staff, but we aren’t seeing a multitude of people ready to take on these jobs. To ensure this growth is sustained, the industry must continue to innovate and increase the skill set and technical knowledge of employees. To do this, it’s imperative that we close the generational gap and create career-long appeal for millennials and future generations.
Currently, millennials range in age from early twenties to midthirties, and they will quickly make up approximately 75% of the full-time U.S. labor force (by year 2025). At the same time, the baby boomer generation is phasing out of the workforce, with close to 40% of those who were born between 1946 and 1964 actively in the process of retiring or leaving the full-time job market. To close this gap and transition our labor force, hiring managers must plan for and provide opportunities that offer long-term stability and career progression to this new generation in a way that speaks to them, meets their expectations and provides opportunities for career longevity. How will we do this?