1、2023 recruiting trends in manufacturingTalent acquisition teams pain points,priorities,expectations,and initiativesIntroduction .3Executive summary .4Talent acquisition tech stacks .5Executive investment in the TA function .7Recruiting team size:growth or cuts?.8Company headcount&talent market outlo

2、ok.9Downtime/downturn priorities&readiness-to-hire .11Outbound recruiting .13Diversity recruiting&hiring initiatives.15Employee value propositions,benefits,&compensation .17Data-driven recruiting .20Obstacles to hitting hiring goals.25Candidate experience&candidate struggles.27Recruitment marketing

3、.29Talent acquisition budget&team focus in 2023 .302023 recruiting challenges.33About our respondents .34How Gem can help.35Table of contents 2023 recruiting trends in manufacturing 22023 recruiting trends in manufacturing 2What does the future hold for recruitment in the manufacturing industry?Well

4、,we know a few things.We know theres a shortage of skilled workers:job openings in the industry are hovering near all-time highs at 800,000;and 74%of manufacturing executives say that finding the right talent is a top-5 challenge.We know that recruiting teams struggle with talents negative perceptio

5、n of the industry:recent surveys suggest that talent isnt aware of the digital transformation the industry has undergone(“Industry 4.0”)let alone the considerable salaries and benefits that manufacturing companies offer.We know that manufacturers struggle with diversity:women account for less than 1

6、/3 of the manufacturing workforce;and the proportion of Black,Asian,and Latinx employees is even lower.We know that location is a sticking point for many candidates,and so manufacturing companies are taking new shift work approaches and adding fluid shift timings to their employee value propositions

7、(EVPs).But we wanted to know more.Thats why we surveyed nearly 100 talent acquisition professionals in manufacturing as 2022 came to a close:to get a collective sense of pain points,priorities,expectations,and goals;along with a shared sense of what 2023 might have in store.We asked about everything

8、 from tech stacks,to headcount plans,to diversity hiring,to employee benefits,to recruiting KPIs.Among the things we learned are:Introduction How manufacturing teams are using recruiting technology and what data theyre tracking How TA teams are thinking about diversity initiatives,and what their big

9、gest obstacles are to hitting diversity goals Where teams are investing resources when it comes to candidate experience,along with their biggest candidate struggles Which recruitment marketing strategies recruiting teams are employingand which see the best ROI What talent teams are laser-focused on

10、in 2023,and where their budget is going The recruiting and hiring challenges TA professionals in manufacturing anticipate this year and more.Weve segmented responses by company size in this report,recognizing that recruiting teams in smaller organizations(1-999 FTEs)and larger organizations(1000+FTE

11、s)may be having different experiences right now.We hope this resource helps you better understand the broader manufacturing recruiting landscape,assess your companys place in that landscape,and anticipate what may lie ahead.Its as important as ever to keep a finger on the pulse of the industry.So he

12、res what your peers are thinking about,and what theyre up to.2023 recruiting trends in manufacturing 32023 recruiting trends in manufacturing 3Recruiting teamand overall headcountgrowth is expected Only 3%of respondents expect their recruiting teams to shrink in 2023,while nearly 90%say they expect

13、the recruiting function will either grow or stay the same.Whats more,86%of talent acquisition professionals at smaller manufacturing organizations and 77%at larger organizations expect company-wide headcount increaseswhether slight or significantin 2023.(Only 7%and 10%,respectively,expect decreases.

14、)Building/strengthening EVPs is the#1 activity talent teams are engaging in in preparation for a market return Building and/or strengthening their employee value proposition is the#1 activity manufacturing talent teams are engaging in:45%of respondents say their teams are spending time on EVPs.Check

15、ing in with recent hires for retention purposes and data cleanup are also high on the list of downturn priorities.(Meanwhile,43%of manufacturing companies say theyre not experiencing downtime.)Meeting diversity goals and initiatives continues to be challenging 24%of respondents say theyre meeting th

16、eir diversity goalsmeaning 76%of teams see at least some struggle in meeting those goals.The biggest barrier for manufacturing companies when it comes to diversity is finding underrepresented talent to begin with(41%),followed by moving underrepresented candidates through the hiring funnel(17%)and r

17、etaining them once theyre hired(14%).Retention rate of hire is the#1 data point manufacturing teams are trackingthough source-of-hire is catching up The top 3 KPIs manufacturing recruiting teams tracked in 2022 were retention rate of hire(61%),time to hire(58%),and source of hire(50%).In 2023,the to

18、p use cases for data will be:to uncover best sources of hire(51%),to report on time-to-hire and cost-per-hire(50%),and to determine the ROI of recruitment marketing initiatives(45%).“Difficulty finding quality candidates”is the top anticipated challenge of 2023 65%of respondents said finding quality

19、 candidates is a current challenge.“Recruiting process delays”is#2,though larger manufacturing organizations are more likely to cite this as a challenge(58%v.40%).“Difficulty nurturing passive talent”also made the top 3 recruiting challengesfor 48%of smaller manufacturing companies and 24%of larger

20、ones.Recruitment marketing is a top priority in 2023 Recruitment marketing tools and tech are,by far,the#1 technology recruiting teams in the manufacturing space will invest budget in this year.(Sourcing tools and tech are#2,applicant tracking systems are#3.)Talent sourcing takes the#1 place in term

21、s of talent team focus Regardless of company size,“talent sourcing”is the#1 activity respondents said recruiting teams should be focusing on in 2023.Executive summary:manufacturing2023 recruiting trends in manufacturing 42023 recruiting trends in manufacturing 4Talent acquisition tech stacksThe appl

22、icant tracking system(ATS)is the most common technology used across TA teams in the manufacturing space,regardless of company size:65%of respondents from larger organizations and 69%of respondents from smaller organizations say they have one in place.From there,there are some considerable difference

23、s in the recruiting technologies large and small organizations in the manufacturing space prioritize.Larger organizations are more than 3x likely to use candidate relationship management(CRM)software than smaller manufacturing organizations are(35%v.10%),for example.Yet in many areas,smaller organiz

24、ations have more mature tech stacks than their larger counterparts:theyre more likely to use onboarding software(41%to 15%),interview scheduling tools(45%to 30%),recruitment marketing tools(66%to 53%),and sourcing software(41%to 33%).Our best guess is that sourcing software and recruitment marketing

25、 technologies see greater use by smaller companies because they dont see the volume of inbound that larger organizations see.Did you know?Gems customers see:5x faster sourcing,2x response rates,and 5x higher passthrough rates with our talent engagement platform as their source of truth for hiring.20

26、23 recruiting trends in manufacturing 52023 recruiting trends in manufacturing 5Is your team engaging in any of the following activities as a response to downtime due to a hiring freeze or slowdown?67%Applicant tracking system(ATS)59%Recruitment marketing tools(events,career sites,forms,campaigns,et

27、c.)37%Candidate sourcing software37%Interview scheduling tools30%Candidate assessment tools28%Onboarding software26%Candidate screening tools23%Candidate relationship management platform(CRM)22%Candidate experience rating/survey tools3%Other2023 recruiting trends in manufacturing 62023 recruiting tr

28、ends in manufacturing 6On a scale of 1-10,how deeply invested would you say your executive team is in your organizations recruiting function?SMALLER ORGANIZATIONSLARGER ORGANIZATIONSOn average,business executives recieved a 6.5 out of 10 when it comes to their investment in the companys recruiting f

29、unction.Talent acquisition professionals at larger manufacturing organizations perceive their executives as slightly more invested than those at smaller organizations do;but the general sentiment is that theres room to grow when it comes to executives understanding of how important Talent Acquisitio

30、n is to business success.Executive investment in the TA function5.8/107.1/102023 recruiting trends in manufacturing 72023 recruiting trends in manufacturing 7Has the size of your recruiting team changed over the last 6 months?How do you expect the size of your recruiting team to change over the next

31、 12 months?In the last half of 2022,11%of recruiting organizations at manufacturing companies saw reductions in force,regardless of company size.Yet nearly 1/3 of smaller organizations(32%)and nearly of larger organizations(72%)saw recruiting team growth.The outlook for 2023 is optimistic:only 3%of

32、manufacturing respondents expect their recruiting teams to shrink this year(TA professionals at larger manufacturing companies are more likely to expect reductions),while nearly 90%say they expect Recruiting will either stay the same size or grow in 2023.(Smaller organizations are more likely to exp

33、ect their teams will stay the same size(64%v.26%),while larger organizations are more likely to expect talent team growth(59%v.29%).Recruiting team size:growth or cuts?45%I expect it to stay the same8%I dont know44%I expect it to grow3%I expect it to shrink52%Yes,our team size has increased1%Other11

34、%Yes,our team size has decreased36%No2023 recruiting trends in manufacturing 82023 recruiting trends in manufacturing 886%of talent acquisition professionals at smaller manufacturing organizations and 77%at larger organizations say they expect company-wide headcount increaseswhether slight or signif

35、icantin 2023.(Only 7%and 10%,respectively,expect decreases.)These numbers explain why 44%of all respondents expect their recruiting teams to grow this year(see p.8).Given that 50%of talent acquisition professionals in the manufacturing space expect there will be more open roles than qualified candid

36、ates in 2023,expect a struggle to find talent(again)this year.Its perhaps worth noting that smaller manufacturing companies are more likely to expect more open roles than qualified candidates(58%v.43%),while respondents at larger companies are more than 2x as likely to expect more qualified candidat

37、es than open roles(40%v.19%).Company headcount&talent market outlook2023 recruiting trends in manufacturing 9“What we can now show is:This is how hard our team is working.Gems data is incredibly impactful when it comes to asking for additional headcount or resources.When the company has metrics that

38、 show were outgrowing our business,were all the more likely to get immediate support.”Jaime Schmitt Talent Attraction Manager for North AmericaHow do you expect the number of new roles at your organization to change over the next 12 months?9%I dont know9%I expect it to decrease slightly70%I expect i

39、t to increase slightly12%I expect it to increase significantlyWhats your outlook on recruiting for your organization in 2023?18%I dont know50%I expect us to have more open roles than qualified candidates30%I expect us to have more qualified candidates than open roles2%Other2023 recruiting trends in

40、manufacturing 102023 recruiting trends in manufacturing 10Building and/or strengthening their employee value proposition(EVP)is the#1 activity manufacturing talent teams are engaging in,regardless of company size:45%of respondents say their teams are spending time on EVPs.Checking in with recent hir

41、es and data cleanup are also high on the list of downturn priorities:34%and 32%of teams respectively say theyre engaging in these activities.(Meanwhile,43%of manufacturing companies50%of smaller orgs and 35%of larger orgssay theyre not experiencing downtime.)Larger organizations are more likely to b

42、e evaluating DEI initiatives(38%v.15%),building talent pipelines(35%v.23%),and redeploying recruiters to other teams(19%v.12%).Smaller organizations,on the other hand,are more likely to be checking in with recent hires(46%v.22%)and investing in recruiter upskilling/L&D(31%v.14%).While many manufactu

43、ring companies arent experiencing downtime,those that are seem to be using this time wiselywhich explains why nearly 90%of teams believe theyll be prepared for a hiring market rebound.Downtime/downturn priorities&readiness-to-hire Talent leaders:Economic downturns are occasions to demonstrate the fu

44、ll value of the talent function and to give it new visibility.Want to know how your peers spend hiring slowdowns?Weve got a resource for you.2023 recruiting trends in manufacturing 11Is your team engaging in any of the following activities as a response to downtime due to a hiring freeze or slowdown

45、?45%Building and/or strengthening our employee value proposition 34%Checking in with recent hires32%Data cleanup29%Building our talent pipeline27%Evaluating our DEI hiring initiatives22%Investing in recruiter upskilling/L&D16%Consolidating tools in our tech stack16%Conducting an audit of our tech st

46、ack43%We are not experiencing downtime15%Redeploying recruiters to other teams14%Investing in internal mobilityAbigail Chambley Director of Talent Acquisition 4%Other *Respondents who chose“Other”added activities such as reviewing processes and watching turnover/retention.If the hiring market were t

47、o rebound tomorrow,how prepared do you feel your team would be?37%Very prepared3%Very unprepared50%Somewhat prepared10%Somewhat unprepared2023 recruiting trends in manufacturing 122023 recruiting trends in manufacturing 12which explains why outbound recruiting is one of the essential things for recr

48、uiters to get right.We analyzed about 10 million outreach sequences sent through Gem to bring you The definitive guide for recruiting email outreach.Youll find actionable insights and examples to create successful outreach sequences that help you stay competitive in todays marketplace.Sourced candid

49、ates are more likely to be hired than inbound candidates,The most mature talent acquisition teams have a TA strategy that considers both active and passive candidates,allowing them to discover the best talent,rather than just the best available talent.(Want to know why best-in-class companies are so

50、urcing talent?Find out here.)Of course,sourcing is an activity that anyone in your organization can engage in;but dedicated sourcers are specialists in everything from talent market research to Boolean to selling the role in initial reachouts.28%of respondents in manufacturing organizations say thei

51、r teams have dedicated sourcers.Regardless of whether they have dedicated sourcing roles,the majority of recruiting teams58%of smaller manufacturing organizations and 68%of larger onestrack data on candidate outreach in order to optimize their messaging efforts.40%of respondents who track outreach d

52、ata do so through a solution that tracks the data for them.One advantage to automated solutions,of course,is team-wide visibility:sourcers and recruiters can see what messaging from their peers resonates most with passive talent,and develop and share best practices from there.They can also A/B test

53、and track the efficacy of specific strategiessuch as sending-on-behalf-of hiring managers or executives.Outbound recruiting5x2023 recruiting trends in manufacturing 132023 recruiting trends in manufacturing 13Does your team have dedicated sourcers?Does your team track data on candidate outreach?10%O

54、ther28%Yes,we have dedicated sourcers62%No;our recruiting org is primarily full-cycle recruiters and coordinators33%No22%Yes,but sourcers and recruiters track their own activity5%Other40%Yes;we use a solution that tracks open rates,click-through rates,reply rates,etc.*Respondents who chose“Other”add

55、ed comments such as:“No,our managers assist in the process”;“Human Resources Specialist”;“Recruiting is handled by HR Ops”;“some agency usage”;“they use temp agencies alot”;and“only recruiters.”*Respondents who chose“Other”mostly said some version of“I dont know.”2023 recruiting trends in manufactur

56、ing 142023 recruiting trends in manufacturing 14Over half(54%)of smaller manufacturing organizations and over 2/3(76%)of larger ones say they have formal diversity hiring initiatives or diversity goals in place.Smaller organizations are more likely(38%v.8%)not to have any goals at all,while larger o

57、rganizations are more likely30%more likelyto make these goals public.Many of these diversity initiatives take more than gender and racial diversity into account,considering things like age,veteran status,and LGBTQ+identity.24%of all respondents,regardless of company size,say theyre meeting their div

58、ersity goals(heres how many of them are doing it)and not experiencing roadblocks in their diversity initiativesmeaning 76%of teams see at least some struggle in meeting those goals.The biggest barrier for organizations when it comes to diversity is finding underrepresented talent to begin with(41%),

59、followed by moving underrepresented candidates through the hiring funnel(17%),and retaining them once theyre hired(14%).*Respondents who chose“Other”added comments such as“currently creating DE&I strategy&goals”and“we dont have a formal diversity hiring initiative but we are always open to all kinds

60、 of diversity.”*Most respondents who chose“Other”did so because their organizations do not have diversity goals in place,or because they dont know what those diversity initiatives entail.Diversity recruiting&hiring initiativesDoes your team have a formal diversity hiring initiative or diversity goal

61、s in place?3%Other3%Gender diversity only9%I dont know10%Other23%No43%Gender and racial diversity,alongside other considerations(age,LGBTQ,veteran status,etc.)31%Yes,and they are public34%Yes,and they are internal only44%Both gender and racial diversityIf so,what is included in your diversity hiring

62、 initiative?2023 recruiting trends in manufacturing 152023 recruiting trends in manufacturing 15What would you say are your biggest barriers to improving diversity?41%Finding underrepresented talent17%Moving underrepresented candidates through our hiring funnel14%Retaining underrepresented employees

63、7%Getting underrepresented candidates to accept our offer21%Were not tracking diversity,so I dont know24%Were not experiencing any barriers,and were meeting our diversity goals4%OtherAbigail Chambley Director of Talent Acquisition*Respondents who chose“Other”mostly said some version of“I dont know.”

64、2023 recruiting trends in manufacturing 162023 recruiting trends in manufacturing 16An employee value proposition(EVP)is the unique set of benefits employees receive in return for the skills,experience,and other contributions they bring to your company to help it succeed.One half(50%)of respondents

65、at larger manufacturing organizations and only around 1/3(31%)of those at smaller manufacturing organizations say their company has a formalized EVP in place.But over the last 12 months,many organizations seem to have recognized the importance of a coherent and consistent story about the value their

66、 company offers to talent19%of them have begun formalizing EVPs in that time.The other good news is that many manufacturing organizations have been reflecting upon the benefits they offer:44%say their organizations introduced new employee benefits in 2022.Flexible work schedules(36%),mental health b

67、enefits(34%),and allowing employees to choose where they work(29%)were the most common benefits added last year.(Larger manufacturing companies are much more likely to have allowed employees to choose where they work(45%v.12%),while smaller organizations are more likely to have added PTO days(18%v.9

68、%)and childcare assistance(12%v.0%).Finally,78%of smaller organizations and 57%of larger organizations in the manufacturing space say their salary offers increased in 2022.(While salary is only a fraction of what makes up an EVP,its certainly a crucial part!)Employee value propositions,benefits,&com

69、pensation2023 recruiting trends in manufacturing 172023 recruiting trends in manufacturing 17Does your organization have a formalized employee value proposition(EVP)?31%Yes,and we share it regularly throughout our hiring process7%I think so,but I dont really use it8%I dont know,but Ive come up with

70、my own based on what I know about our org19%Were in the process of creating one22%No13%I dont know1%Other44%Yes44%No11%I dont knowHas your org changed its employee value proposition or introduced new employee benefits in the last 12 months?2023 recruiting trends in manufacturing 182023 recruiting tr

71、ends in manufacturing 18If so,what did those include?36%Flexible work schedules34%Mental health benefits29%The ability for employees to choose where they work(home,in-office,hybrid)28%Career development and training25%Financial wellness programs21%Supporting the social causes employees care about(e.

72、g.donation-matching)19%More inclusive company holidays(e.g.Juneteenth)Abigail Chambley Director of Talent Acquisition*Most respondents who chose“Other”said“none”;others added changes such as attendance bonus incentives;changes to medical,dental,and 401k plans;and moving hourly employees to weekly pa

73、y.13%Additional PTO days6%Childcare assistance21%OtherOn average,how have your salary offers changed over the last 12 months?67%Theyve increased3%Other3%Theyve decreased27%Theyve stayed the same*The majority of respondents who chose“Other”said they dont know.Others said the answer was role-dependent

74、.2023 recruiting trends in manufacturing 192023 recruiting trends in manufacturing 19The top 3 KPIs manufacturing recruiting teams currently track are:retention rate of hire(61%of teams track this),time to hire(58%of teams track this),and source of hire(50%of teams track this).For the most part,larg

75、er organizations are more likely to track most KPIs than smaller orgs are:time to hire(68%v.48%),recruiter workload(41%v.24%),interviewer workload(29%v.12%),and quality of hire(44%v.32%),for example.One exception is offer rejection reasonssmaller organizations are more likely to track this metric.Lo

76、oking ahead to 2023,the top 3 use cases for data will be similar to teams current top KPIs:51%of manufacturing teams will use data to uncover best sources of hire;50%will use data to report on time-to-hire and cost-per-hire;and 45%will use data to determine the ROI of their recruitment marketing ini

77、tiatives.Smaller manufacturing orgs are more likely to say theyll use data to determine best source of hire(60%v.42%),to identify bottlenecks in the pipeline(44%v.30%),and to know where to invest their resources (40%v.21%).When we asked how important data will be in 2023 on a scale of 1-10,recruitin

78、g professionals gave it a 6.9 out of 10.Data-driven recruiting Talent leaders:Need a crash course in recruiting metrics?Our Talent leaders guide to reporting covers what each of your stakeholders wants to know about recruiting productivity,what metrics to report to C-levels versus ICs and hiring man

79、agers,and other best practices for using recruiting reporting to prove the ROI of talent acquisition.2023 recruiting trends in manufacturing 20What recruiting KPIs do you currently track?41%Offer accept rate38%Quality of hire33%Recruiter workload(#of reqs/candidates)61%Retention rate of hire25%Hirin

80、g manager satisfaction25%Diversity8%Top of funnel activity5%Other21%Interviewer workload(hours/week per interviewer):*The majority of respondents who chose“Other”said either“none,”or they dont know.58%Time to hire50%Source of hire42%Cost per hire32%Offer rejection reasons18%Candidate experience SLAs

81、16%Time in stage10%Passthrough/conversion rates2023 recruiting trends in manufacturing 212023 recruiting trends in manufacturing 21Do you currently use data to:Track sourcer/recruiter activity at the top of the funnel?44%Yes38%No18%I dont knowTrack passthrough rates to identify bottlenecks?41%Yes45%

82、No14%I dont knowTrack recruiting team workload?59%Yes32%No9%I dont knowTrack interviewer and hiring manager workload?30%Yes61%No9%I dont knowForecast hires,capacity plan,and plan for resource allocation?58%Yes32%No10%I dont knowTrack cost per application or cost per hire?46%Yes44%No10%I dont knowTra

83、ck career/micro site conversions and efficacy?20%Yes62%No18%I dont knowAssess recruitment marketing ROI/attribution?44%Yes41%No15%I dont knowDo you bring data to your leaders or execs regularly?66%Yes25%No7%I dont know2%N/A(I AM the exec)2023 recruiting trends in manufacturing 222023 recruiting tren

84、ds in manufacturing 22How do you plan to use data in 2023?50%To report on time-to-hire,cost-per-hire,etc.45%To determine the ROI of recruitment marketing initiatives44%To track passive candidate outreach(open rates,click-through rates,etc.)43%To forecast hiring40%To track diversity hiring37%To ident

85、ify bottlenecks in the pipeline35%To report the business impact of the recruiting function35%To determine the ROI of our recruiting tools32%To justify/ask for more resources16%To check unconscious bias9%All of the above(Were a data MACHINE!)5%Other21%For capacity planning51%To uncover best sources o

86、f hire*The majority of respondents who chose“Other”said they dont track any of the above.43%To track recruiter performance“With Gem,we can tell our internal customers,with a great deal of certainty:Based on historical data for similar roles,well likely have this role filled for you in 40 days.”Jaime

87、 SchmittTalent Attraction Manager for North America31%To know where to invest resources2023 recruiting trends in manufacturing 23“Were a data-driven organization:when we set expectations and have the data to back them up,we typically not only meet those goals,but can also stretch ourselves from a go

88、al-setting perspective.Gem gives us everything from passthrough rates,to best source of hire,to the ability to see how were growing the top-of-funnel through outreach sequences.Seeing that data in real-time helps us to benchmark.Now I can start setting expectations with recruiters that historically

89、I havent been able to before.”Director,Global HR Operations&Talent Management a Global Automative Parts ManufacturerOn a scale of 1-10,how important will data be for recruiting in 2023?SMALLER ORGANIZATIONSLARGER ORGANIZATIONS6.3/107.4/102023 recruiting trends in manufacturing 242023 recruiting tren

90、ds in manufacturing 24“Difficulty finding quality candidates”was the top challenge of 2022 for talent acquisition professionals in manufacturing:65%of respondents(76%from smaller organizations and 55%of from larger organizations)said finding quality candidates was a challenge.“Recruiting process del

91、ays”was number 2,though larger manufacturing organizations were more likely to cite this as a challenge(58%v.40%).“Difficulty nurturing passive talent”was also among the top-3 recruiting challenges for organizationsfor 48%of smaller manufacturing companies,and for 24%of larger ones.Challenges#4 and#

92、5 were more felt by smaller manufacturing orgs than by larger ones:“lack of budget/resources”(40%v.27%)and“weak talent/employer brand”(44%v.21%).Obstacles to hitting hiring goals2023 recruiting trends in manufacturing 252023 recruiting trends in manufacturing 25What challenges are you currently faci

93、ng that impact your ability to hit hiring goals?49%Recruiting process delays36%Difficulty nurturing passive talent34%Lack of budget/resources33%Weak talent/employer brand28%Lack of data(best source of hire,funnel analytics,forecasting,etc.)25%Uncompetitive offers18%Lack of involvement from hiring ma

94、nagers17%Lack of headcount15%Lack of access to recruiting tech7%No(or weak)referral programs6%We are not experiencing any challenges in hitting hiring goals8%Other14%Improper adoption of recruiting tech65%Difficulty finding quality candidates*Most respondents who chose“Other”said they did not know.O

95、thers added comments such as:“lengthy hiring process”;“location and on-site policy”;and“lack of budget.”2023 recruiting trends in manufacturing 262023 recruiting trends in manufacturing 26While smaller manufacturing teams were more likely to have invested resources at the interview(54%v.36%),schedul

96、ing (29%v.18%),and onboarding(42%v.33%)stages of the candidate journey last year,larger organizations were more likely to have focused on SLAs(45%v.21%)and the application experience(58%v.38%).In aggregate,manufacturing teams invested most in the application experience,interview stage,and onboarding

97、 stage when it came to candidate experience last year.(If youre still figuring out how to up your application game,check out our Recruiters guide to reviewing inbound applications.)The top 2 rejection reasons from candidates are that they have better offers elsewhere and that compensation is too low

98、(46%each).Smaller manufacturing organizations are more likely to hear“not enough flexibility”(48%v.27%),“concerns about culture”(24%v.3%),and“concerns about career path”(28%v.18%)as candidate rejection reasons.Manufacturing organizations biggest struggle with candidates is finding them(51%).Once the

99、yve found them,getting ghosted is the second-biggest struggle(47%).Smaller manufacturing companies have a more difficult time finding candidates than their larger counterparts do(60%v.42%).Larger companies,on the other hand,struggle more with competing offers(42%v.24%)and candidates willingness to r

100、elocate(45%v.28%).When it comes to candidate experience,where did your team invest its resources in 2022?*Beyond“I dont know,”respondents who chose“Other”added comments such as“having the skill sets necessary”;“our location is inconvenient”;and“we do not offer relocation costs.”51%Finding them47%Gho

101、sting37%Getting them interested and engaged37%Willingness to relocate33%Competing offers28%Having them pass our interview process3%Other48%The application experience45%The interview stage38%Onboarding33%Timely responses/SLAs28%The assessment stage24%Scheduling22%Candidate feedback7%OtherCandidate ex

102、perience&candidate struggles*The majority of respondents who chose“Other”said some version of“I dont know”or“N/A:our company invests very little in recruiting resources.”What is/are your biggest struggle/s with candidates?2023 recruiting trends in manufacturing 272023 recruiting trends in manufactur

103、ing 27What are the most common reasons candidates give for rejecting job offers at your org?29%Counter-offers at candidates current job23%Concerns about career path21%Inadequate benefits46%Better offers elsewhere12%Concerns about the economy11%Concerns about business strength8%I dont know*Most respo

104、ndents who chose“Other”added some version of:“location.”46%Compensation is too low38%Not enough flexibility31%Hiring process takes too long14%Concerns about culture1%Other2023 recruiting trends in manufacturing 282023 recruiting trends in manufacturing 28Social media recruitment is the recruitment m

105、arketing strategy most used by talent acquisition teams(71%)in manufacturing organizations.Smaller organizations are more likely to host recruiting events(56%v.42%),while larger ones are more likely to build and maintain talent communities(39%v.20%)and employment branding campaigns(48%v.36%).43%of r

106、espondents said social media recruitment has the best ROI of the below strategies.22%claimed multi-channel touchpoints see the best ROI;13%said employment branding campaigns do.(And if youre curious about building a winning recruitment marketing strategy,we have a resource for you.)What recruitment

107、marketing strategies does your team currently have in place(or do you use personally)?*Most respondents who chose“Other”said“none.”43%Social media recruitment22%Multi-channel touchpoints13%Employment branding campaigns9%Recruitment events 9%Career/micro sites4%Talent communities71%Social media recru

108、itment49%Recruitment events47%Multi-channel touchpoints(InMail,email,SMS,etc.)42%Employment branding campaigns33%Career/micro-sites30%Talent communities26%Long-term candidate nurture3%OtherRecruitment marketingOf the recruitment marketing strategies listed above,which do you think has the best ROI?2

109、023 recruiting trends in manufacturing 292023 recruiting trends in manufacturing 29Recruitment marketing tools and tech are,by far,the#1 technology recruiting teams in the manufacturing space will invest budget in this year.Sourcing tools and tech are#2,applicant tracking systems are#3,and candidate

110、 relationship management(CRM)is#4.Given they have more budget(only 6%of respondents from larger companies said“What budget?!”as opposed to 25%of respondents from smaller companies),larger companies are more likely to invest in many of the tools and resources below,including:ATSes(42%v.21%),sourcing

111、tools and tech(42%v.21%),and specialized candidate databases(24%v.4%).Regardless of company size,“talent sourcing”was the#1 activity respondents said recruiting teams should be focusing on in 2023.Talent professionals at smaller manufacturing organizations also emphasized fully embracing remote/hybr

112、id work,pay transparency,and recruitment marketing;while those at larger manufacturing organizations emphasized recruitment marketing,social recruiting,and diversity hiring.Talent acquisition budget&team focus in 20232023 recruiting trends in manufacturing 302023 recruiting trends in manufacturing 3

113、032%Sourcing tools/tech32%ATS24%CRM20%Email tools/tech14%Specialized candidate databases10%Remote hiring technologies10%Talent team headcount9%AI screening16%What budget?!13%I dont knowWhere will you invest your talent acquisition budget in 2023?61%Recruitment marketing career page/microsite builder

114、,branded campaign tools,events,etc.)2023 recruiting trends in manufacturing 312023 recruiting trends in manufacturing 31Where do you think recruiting teams should be focusing in 2023?“With Gem,we can quickly measure the success of our eventsparticularly when it comes to campus recruiting.Its integra

115、tion with our HRIS system has helped our recruiters see more value in sourcingGems automation often means instant gratification of return from ones effort on outreach sequences.”Director,Global HR Operations&Talent Management a Global Automative Parts Manufacturer50%Recruitment marketing 47%Social r

116、ecruiting42%Fully embracing remote/flex/hybrid work:40%Diversity hiring38%More data-driven recruitment practices34%Pay transparency28%Re-engaging past applicants and silver-medalist candidates28%Hiring for soft skills and potential/rethinking role requirements23%Internal mobility21%Collaborative hir

117、ing57%Talent sourcing19%Mobile/SMS recruiting18%Recruitment automation13%Structured interviews13%Consolidating tools7%AI screening2%Contract/gig economy2023 recruiting trends in manufacturing 322023 recruiting trends in manufacturing 322023 recruiting trends in manufacturing 32Regardless of company

118、size,the top 2 recruiting and hiring challenges talent acquisition professionals anticipate in 2023 are the same:difficulty finding qualified candidates(67%anticipate this challenge)and uncompetitive offers(37%anticipate this challenge).Smaller manufacturing organizations are more likely to foresee

119、difficulty expressing their EVP and a lack of budget,while larger organizations are more likely to foresee a lack of data and a lack of technology to enable the team.2023 recruiting challengesWhat are the biggest recruiting/hiring challenges you anticipate for your org in 2023?37%Uncompetitive offer

120、s24%Lack of data(outreach activity,pipeline stats,forecasting data,etc.)23%Lack of budget23%Recruiting process delays22%Nurturing passive talent over the long term21%Inefficient interview process20%Difficulty expressing our employee value proposition20%Difficulty meeting diversity goals16%Poor adopt

121、ion of current recruiting tech12%Lack of hiring manager involvement10%No(or rarely-used)referral programs13%Undefined talent/employer brand67%Difficulty finding qualified candidates5%Meeting passthrough rate targets5%Lack of headcount9%Lack of technology/platforms to enable the team3%Meeting close r

122、ate targets2023 recruiting trends in manufacturing 332023 recruiting trends in manufacturing 33About our respondentsWhich job title best matches your role?13%Talent Acquisition Manager7%Sourcer6%Hiring Manager6%Director of Talent6%HR Administrator/Director/VP/Head5%Talent Ops/People Ops5%VP of Talen

123、t/People3%Sourcing/Recruiting Manager2%Founder/CEO17%Other29%Recruiter*Respondents who chose“Other”added roles such as:Supervisor,Facilities Associate,Production Worker,Production Associate,Materials/Receiving,Instructor,Manager,Engineer,Finance Analyst,Senior EA,and Admin.How big is your organizati

124、on?SMB(1-249 FTEs):16%Mid-Market(250-999 FTEs):25%Enterprise(1000-4999 FTEs):18%Large Enterprise(5000+FTEs):41%2023 recruiting trends in manufacturing 342023 recruiting trends in manufacturing 34How Gem can help2023 recruiting trends in manufacturing 362023 recruiting trends in manufacturing 362023

125、will demand that recruiting teams be more data-driven(and more data-savvy)than ever.Thats why Gems Talent Compass is equipped with full-funnel visibility,hiring forecasts,performance metrics,and executive reporting that TA teams use to plan ahead and guide their recruiting strategy.Data-driven recru

126、iting with Gem,from outreach to hireEnd-to-end visibilityTap into every dimension of the recruiting funnel.With access to all recruiting data from Gem and the ATS from one source of truth(without raising a support ticket),TA teams can track everything outreach to hire and identify key trends across

127、the process.They can then slice and dice metrics the way their business thinks:by role,department,geo,demographics,and more.For example,recruiting teams can uncover outreach strategies that lead to more replies for specific roles and industries.They can also track how these candidates passthrough th

128、e funnel and spot any troubling dropoffs or bottlenecks.2023 recruiting trends in manufacturing 372023 recruiting trends in manufacturing 37Diversity recruiting insightsTalent Compass also offers visibility and insight into how an organization recruits diverse talent,from initial outreach to eventua

129、l hire.At the top of the funnel,teams can review the progress they are making in reaching out to diverse talent.By pinpointing specific content and strategies that drive greater engagement,teams adjust their sourcing strategy towards building diverse applicant pools.With visibility into how candidat

130、es from underrepresented groups pass-through the recruiting funnel,hiring teams can uncover any disproportionate drop-offs and adjust their process accordingly.Forecasting&planningTalent Compass includes a forecasting calculator that projects not only how many hires you can expect to make,but also b

131、y when.This can be forecast at the individual job req or at an aggregate level,like department.Passthrough rates and time-in-stage are based on historical data,but can be adjusted.The calculator also works backwards:users can input the final number of hires they would like to make and the calculator

132、 will output the number of candidates and applicants required at each stage in order to meet final goals.2023 recruiting trends in manufacturing 382023 recruiting trends in manufacturing 38Executive reportingWithin Talent Compass,users can launch configurable,presentation-ready reports to visualize

133、KPIs.With easily digestible metrics on hand,talent acquisition teams can come prepared to discuss how they are progressing and where there are opportunities to improve.Reports can be customized with built-in widgets and filters,thereby surface tailored,actionable insights.Peer benchmarksTalent Compa

134、ss also offers built-in benchmarks within the Dashboards module.Users can evaluate their teams Offer Accept Rate and Time to Hire against companies with similar profiles.Benchmarks are available across 6 different slices:company size,location,gender,race/ethnicity,department,and valuation.All told,t

135、here are 1,400 unique permutations,with each one validated by over 100 data points across 20+companies.2023 recruiting trends in manufacturing 392023 recruiting trends in manufacturing 39Performance optimizationWithin the Pipeline Analytics module,recruiting managers and leaders can monitor individu

136、als and roles to better understand how their teams are faring.Reviewing specific job breakdowns allows managers to observe pipeline risks across roles or even spot any troubling candidate bottlenecks and/or drop-offs.Within dashboards,managers can even create widgets with specific metrics for their

137、individual recruiters(e.g.,phone screen to interview ratio,offer acceptance rate,etc.),serving as a performance scorecard.“Gem is a robust tool that makes your recruiters more efficient,gives you the data and analytics you need to optimize your process,and allows you to become a better business part

138、ner to your teams.”Jaime SchmittTalent Attraction Manager for North America 2023 recruiting trends in manufacturing 39Gems end-to-end modern recruiting solution empowers talent acquisition teams to engage their entire talent network,optimize sourcing efforts,and uncover actionable insights that guid

139、e smarter,forward-looking decisions.Gem works alongside LinkedIn and other places that you source,while integrating with Gmail,Outlook,and your ATS.Find the talent you need to meet hiring targets and scale your teams with Gem.To learn more and see a demo,visit 2023 Gem,Inc 021723Lauren Shufran,AuthorLauren is a content strategist with a penchant for 16th-century literature.When theyre not trying to solve talent teams pain points,theyre on their yoga mat or hiking Mount Tam.Come at them with your favorite Shakespeare quote.