SelectOne Blog

Industrial robots go back decades, first introduced in the American automotive factories in the 1960s. These initial robots did simple and repetitive tasks, such as handling hot and heavy die-cast parts. Later in the decade robots were adapted for spot welding tasks, but they were still not in very wide use.

You want to grow your business and take it to the next level. That’s going to mean increasing your sales volume. How can you hire the right manufacturing sales candidates who are going to believe in the vision of your company? How can you find people with the creativity and energy to catapult sales?

Automation has permeated every aspect of manufacturing from the initial design of a product to the assembly and delivery. This shift has had an impact on the roles of workers in manufacturing. Recruiting for manufacturing now requires a better knowledge of how this automation has affected these roles.

If you are struggling to find skilled employees to staff your manufacturing business, you are certainly not alone. According to research from Deloitte and The Manufacturing Institute the manufacturing industry is looking at a shortage of 2.4 million workers in the next decade. This dire prediction has HR managers scrambling to make changes in their recruiting efforts.

Hiring for manufacturing positions has become increasingly more challenging. More than 75 percent of manufacturers report a moderate to severe shortage of skilled workers. With a significant portion of manufacturing workers nearing retirement age, hiring managers are faced with the monumental task of filling manufacturing positions with younger workers, which takes a more creative approach.

Hiring a new employee in the manufacturing industry comes with a set of special challenges. But hiring a C-level employee who will likely be managing a lot of people presents a different set of concerns for recruiters and hiring professionals. This executive will impact the direction of the company and the culture of your organization so it is important to follow best practices when making this crucial decision.

In 2018, the Bureau of Labor Statistics released their numbers for 2017. Their data shows that 90% of families with children under the age of 18 have a working parent, and just shy of 62% have two working parents.

There are a lot of reasons for employers to actively avoid creating an atmosphere that fosters or allows gender discrimination. One of those reasons, of course, is that doing so opens up employers to lawsuits, penalties, and serious revenue loss.

The gender pay gap in America still places women’s pay at about 80 cents for every dollar earned by men. However, there are some settings and conditions where men and women are on more equal footing. Ethical employers should be doing everything they can to shrink the pay gap in all industries, and looking to industries that are getting it right can be an informative practice.

A lot of information exists online to help companies and employees alike navigate the reality of the gender pay gap, which measures the difference between what the average man and average woman in America is paid. Right now, women make 80 cents for every dollar earned by men, making the pay gap 80%.