Hiring Veterans Solves Manufacturing Workforce Planning Challenges

What’s happening in today’s economy often impacts today’s labor force. In January 2018, employment in manufacturing remained on an upward trend (+15,000). Durable goods industries added 18,000 jobs. Manufacturing has added 186,000 jobs over the past 12 months. According to Manufacturing Business Technology, several economic trends are affecting the labor force in 2018.

Global growth means more exports of U.S. manufactured goods. A softening dollar also contributes to greater exports because they are cheaper to foreign nations. A spike in business spending and inventories after two years of flat sales indicates optimism and confidence. And in the political sphere, the tax overhaul and reduction of corporate taxes means there will fuel more hiring in manufacturing.

These trends mean good things for the manufacturing world. According the National Association of Manufacturers, the economic data for the first week of March brought even more encouraging signs for manufacturers. The Manufacturing Purchasing Managers’ Index rose to 60.8 in February 2018, the highest level since May 2004.

That means new orders, production, exports, and the employees it will take to fill them.

How Does Hiring Veterans Close the Skills Gap?

Manufacturers need smart, skilled talent. Manufacturing Business Technology stated, “Talent shortages for roles such as electricians, machinists, welders, PLC technicians, mechanics, construction tradespersons, and engineers will persist for the foreseeable future. While this lack of skilled talent is one of the biggest challenges manufacturers face today, there are ways to get a jump on filling these difficult roles.”

The solution? Hire military veterans. First of all, no one does maintenance like the military. And no one trains technicians better. Veterans in technical roles are trained and retrained across a variety of platforms. Military personnel are already performing the jobs that manufacturers are looking to fill.

From entry-level expertise to management, veterans already have the skills and technical expertise needed for manufacturing positions when they leave service. They are ready to take on roles in operations leadership, production supervision, quality assurance, maintenance and maintenance management, and quality engineering and improvement. They also bring unmatched leadership skills and accountability to the table.

As manufacturing moves to close its looming skills gap left by retiring baby boomers, turning to military veterans, who are both educated and highly trained, is a natural fit. The technical skills, leadership experience, dedication to safety, compliance, and ability to adapt and learn new procedures make veterans stand out. What’s more, veterans are adept at troubleshooting, working under pressure, and most are cross-trained in more than one field.

Veterans Don’t Want to Simply Punch in and Punch Out

Instead, they seek opportunities for continuous learning. They are looking to utilize and expand their leadership skills with a civilian company. They also want to engage in team-oriented work.

The veteran skill set allows them to be molded into virtually any role. They have the training acumen to learn and execute quickly. Most importantly, they possess traits that simply can’t be trained, such as leadership, character and dedication.

Bradley-Morris delivers military-experienced talent to America’s companies. If you would like to learn now we can improve your bottom line by hiring veterans, contact us today.