Post: Oct. 24, 2018
Job openings hit a record in August while the total number of hires also reached a record number. Of those job openings, manufacturers are creating a historic number of new jobs. Unfortunately, the manufacturing industry faces a workforce crisis that could leave millions of lucrative jobs unfilled in the years to come. The number of unfilled manufacturing jobs is projected to continue to grow in the coming years, which could have a dampening effect on both manufacturing in the United States and broader economic growth in our country. Below are links to two articles that explore this topic in more depth.
From NAM (National Association of Manufacturers):
There Are Still 488,000 Unfilled Manufacturing Jobs in the U.S. Manufacturers Are Working to Fix It.
From CNBC:
Another great sign for the economy: Job openings hit an all-time high in August
Post: Oct. 23, 2018
The final model of the sexual harassment policy and training guideline for employers to be in compliance with the new legislation was released on October 1st and became effective on October 9th . The final training guidelines no longer require employers to have all employees trained by January 1, 2019, they now have until October 9, 2019, a full year to complete the training. In addition, they no longer require that all new employees complete the sexual harassment training within 30 calendar days of starting their new job but instead encourage new employees to be trained “as soon as possible” after commencing employment.
Other changes include the time frame for an investigation into sexual harassment complaints no longer must be completed in 30 days but “as soon as possible” and “commenced immediately”. The statement that the employer must have a “zero -tolerance policy” for any form of sexual harassment was eliminated as it was inconsistent with federal guidelines on sexual harassment policies.
Employers are still required to have a compliant sexual harassment policy in place as of October 9, 2018, and while they are not required to use the model policy, but it must meet or exceed the state’s minimum standards and it must include the following:
- Prohibit sexual harassment in a manner consistent with the guidance issued by the Division of Human Rights;
- Provide examples of prohibited conduct;
- Include information regarding the federal and state statutory provisions concerning sexual harassment, remedies available to victims of sexual harassment, and a statement that there may be applicable local laws;
- Include a complaint form;
- Include a procedure for the timely and confidential investigation of complaints that ensures due process for all parties;
- Inform employees of external administrative and judicial remedies for addressing sexual harassment complaints;
- Clearly state that sexual harassment is a form of employee misconduct, and that sanctions will be enforced against individuals who engage in sexual harassment and against supervisory and management personnel who knowingly allow sexual harassment; and
- Clearly state that retaliation is unlawful.
Below are helpful links
Toolkit for employers: https://www.ny.gov/sites/ny.gov/files/atoms/files/SexualHarassmentPreventionToolkitforEmployers.pdf
The New York State Final Model Sexual Harassment Policy:
https://www.ny.gov/programs/combating-sexual-harassment-workplace
Guidelines: https://www.ny.gov/sites/ny.gov/files/atoms/files/SexualHarassmentPreventionModelPolicy.pdf
Post: Oct. 18, 2018
Today’s job market is candidate-driven, and with the unemployment rate steadily falling companies need to competitively pursue quality candidates. Especially in the manufacturing industry where companies are struggling to catch these quality candidates before they’re snatched up. This means that old hiring practices must be updated to better suit the market. However, completely revising these processes takes significant time and money. Luckily there are five simple adjustments that hiring managers can implement today to increase success.
Accelerating the interview process can make a major difference. When the process gets dragged on candidates can lose interest or accept a position elsewhere. An easy first step to making this a reality is examining the current timeline and finding potential hold ups. A shorter hiring process can go a long way in the eyes of a candidate.
Consistent communication is also important. Communicating with candidates constantly will keep them engaged and reduce ambiguity. This is especially critical when there is a delay in the process. Communicating at least once a week is recommended, even when there is nothing new to report.
Posting jobs on mobile platforms is a more convenient way to reach candidates. When candidates have the ability to view a positions from a mobile devise they’re more likely to apply. Eliminating the need for candidates to access a computer will increase the amount of applicants.
Transparency is key! Be upfront with candidates about salary and benefits. Waiting until you extend an offer is too late to inform candidates of these details.
Finally, make a competitive offer. Do the research to find out what other companies are offering candidates for similar positions. It would be a waste of time to go through the entire interview process and make an offer that isn’t competitive. Being informed will allow you to make a competitive offer the first time.
For more details read the full article here.
Post: Oct. 9, 2018
As the younger generations continue to enter the workforce at a rapid pace, employers are forced to adjust how they operate. There were several employment trends throughout 2018 that affected the manufacturing industry specifically.
The most prominent trend is the increased emphasis on training and development. As the economy continues to improve, and the manufacturing industry grows, companies are investing more in the training of their employees. This workforce development will be essential in the retention and improvement of young employees. The manufacturing skills gap has been an ongoing issue and that will only be resolved through training and development, and manufacturing companies began to make that adjustment in 2018.
The aging workforce has also continued to cause problems. It’s estimated that “about three in every four Americans plan to work past retirement age, with almost two-thirds projected to work part-time.” This means that fewer jobs and opportunities are available for younger employees. “The population of seniors in the U.S. is expected to more than double from 41 to 86 million between now and 2050.” This lack of opportunity for younger employees is also leading to high turnover rates.
Advancements in technology and artificial intelligence are also making an obvious impact on the workplace. This trend began in 2017 and continues to accelerate with time. Warehouses are using automated order pickers, and algorithms are being used to make the supply chain process more efficient. This technology has made significant improvements in manufacturing, including the level of accuracy and overall productivity. Experts are predicting that these advancements will be even more impactful in the years to come.
Other trends include an increased focus on employee mental health, changes in the reference checking process and an increase in employee interactions. Each of these trends have had significant implications, both positive and negative. It will be interesting to see which of these trends will continue into 2019 and what new trends will arise.
For the full article and list of 2018 employment trends click here.
