It’s not just about the money for younger workers: Providing mentors and an upbeat, caring workplace culture will help you attract and retain the next generation at your company, according to experts at a ManufactureCT forum on Thursday.
The New Haven business group gathered a panel to discuss the topic of “Getting and Keeping Employees.”
The forum’s topic reflects a growing crisis: 55% of manufacturers in the New Haven area are struggling to recruit new workers, according to a recent ManufactureCT survey.
Younger workers need mentors and to feel they are doing meaningful work, said Dave Tuttle, department head for precision machining at Platt Technical High School in Milford. Tuttle works with dozens of young people a year and has seen them quickly check out of companies that insist on “old-school” hierarchies and punitive management styles.
“If your culture is strong and positive, your employees will be your most powerful asset,” Platt said. Negative, pessimistic and untrusting workplaces will pay the price in efficiency: “Your bottom line is going to suffer.”
The shortage of all workers — especially the skilled — requires companies to rethink everything about their hiring processes, said Jay Forte, director of finance and human capital at Light Metals Coloring, a metal-finishing business in Southington. Start by taking a close look at the jobs themselves, Forte said.
“We spend more time upfront getting really clear about what we want this job to do.” Forte said. Sift through job requirements to find those that are vital to the task at hand, he advised, and then look for less quantifiable qualities that hint at how a worker is going to perform.
Panelists at a ManufactureCT event on employee recruitment and retention on Nov. 11, 2021. From upper left: Dave Tuttle of Platt Technical High School, Alissa Hamilton of Bausch + Strobel, Sarah Lewis of the Workplace and Jay Forte of Light Metals Coloring.
On the practical side, Forte said he has had success using integrated platforms like Higher Me, which cast a wide net for applicants.
“We are reaching out deeply and we have a really determined and intentional process,” Forte said.
At Bausch + Strobel, the Branford outpost of a German pharmaceutical supplies manufacturer, HR Manager Alissa Hamilton has adapted European apprenticeship programs to aid in local recruitment. The company has also bolstered benefit and bonus packages to retain workers.
Job candidates are paid for a full day of work to test their skills and evaluate their performance, Hamilton said. In addition, online platforms like the CTHires website and the Practical Machinist job board have helped spread the word about openings.
Social media and other online forums are popular with younger workers but can present a challenge to employers: Word of a bad job experience can spread like wildfire and deter future applicants.
In all, companies need to understand the experiences of most younger workers, said Tuttle of Platt Technical High School.
“The kids today grew up in a different world,” Tuttle said. “You have to be supportive without crushing them… Just as important as the technology, the humans in the room are important.”
Contact Liese Klein at lklein@newhavenbiz.com.
