What if you could meet your new employees a few years before their start date? Imagine a future where skilled workers are readily available in your local market, eager to contribute, and connected to your company’s mission.

By investing in a sustainable local talent pipeline, manufacturers improve their ability to cultivate a workforce that not only meets their current needs but drives future innovation. This proactive approach involves more than just recruitment; it’s about fostering a long-term relationship with your community and nurturing talent from middle school into employment.

In this article, we will explore strategies to build a local talent pipeline, from community outreach and raising awareness to engaging with middle school and older students in structured environments. Make no mistake, this involves investing a lot of time in building relationships and networking to find the right and willing partners. However, by implementing these initiatives,manufacturers can secure a steady stream of skilled workers, enhance their brand reputation, and contribute to the economic vitality of their region.

Building a sustainable talent pipeline is a long game

Here in New Hampshire, stakeholders have cultivated a close-knit community that is driven to help match the future workforce with local companies that are providing jobs with high wages and a clear career path. We have 27 high schools in the state with career and technical education (CTE) centers that promote manufacturing. This outreach includes a recent career fair that drew about 500 people to learn about jobs and careers from almost 50 small manufacturers. Yet our local manufacturers continue to deal with workforce gaps and high onboarding costs for new employees as their experienced operators and key team members age out.

It is clear that younger generations have different expectations and needs for employment. Creating a true organic pipeline for manufacturers is going to be a long game. Shifting the perception of manufacturing as a career choice takes time. It involves promoting the positive aspects of the industry and showcasing high-tech job opportunities for growth and development.

Establishing strong relationships with educational institutions, community organizations, and local businesses takes consistent effort. It involves building trust, understanding each other’s needs, and developing collaborative partnerships.

Early career awareness: Start with middle schoolers

Middle school is a crucial time for students to start thinking about their future career paths. By introducing them to manufacturing careers early on, manufacturers can help shape their perceptions about the industry and spark interest in high-tech jobs. Shaping perceptions can start with a simple demonstration, such as using canned cheese on crackers to illustrate fundamental welding principles.

For young people who like hands-on work and may not be interested in attending college, connecting with community partners and mentors can be a valuable experience. Engaging with middle school students also allows manufacturers to build relationships with teachers, counselors, parents, and others who can influence young people in what activities and careers to investigate or pursue.

Manufacturers have many ways to engage with middle schoolers, including:
Shop tours and school visits: These activities often include demonstrations, hands-on experiences, and Q&As.
Robotics clubs and competitions: Manufacturers can sponsor these activities and provide advisors to help the students.
Summer day camps: Here in New Hampshire, one local community college organized a summer program, where local manufacturers made presentations and hosted tours.

Take advantage of extended learning and career education

Manufacturers in New Hampshire are taking advantage of extended learning opportunities (ELOs) and CTEs, which are more formal programs offered by many of the school districts.

ELOs allow for the primary acquisition of knowledge and skills through instruction or study outside of the classroom, such as independent study, private instruction, apprenticeships, and online courses. In New Hampshire, ELOs are frequently designed by students, their advisors, a highly qualified teacher, and a community partner.

CTEs are courses and programs designed to provide awareness of career options from middle school through high school. In New Hampshire, CTEs include courses on manufacturing, machining, welding, and microelectronics assembly.

These formal programs are dependent on support from local manufacturers who may not be used to working together when it comes to workforce recruitment. Here at the New Hampshire Manufacturing Extension Partnership, part of the MEP National Network, we recently worked with an ELO coordinator at a high school to invite four nearby manufacturers to help fund and participate in student training. We also brought together a manufacturer, local high schools, and a community college to meet and engage in discussions to see how they could improve their local engagement.

As we worked with local manufacturers, we told them, “During these recruiting efforts, try not to get caught up in ‘who will get the best people.’ We’re working together to expand the local pipeline for our industry. Once someone at your company starts working with these students and gets to know them, you may find you’re training your future employees.”

During this type of student outreach, one shouldn’t underestimate the benefits of exposure to adults, who may be interested in career transitions or know people who are. Most manufacturers are probably searching for highly trained, 24-to-30-year olds. A local community college is a great place to start. Many community colleges offer beginner CNC machinist training for adults, which could be a direct pipeline to employment.

Community events offer direct and indirect benefits

Manufacturers benefit in numerous ways from participating in community events such as job fairs, hosting groups for Manufacturing Day, and networking with other businesses and stakeholders. For example, a local trades event in Concord with live bands and food trucks drew about 4,000 people.

These activities can help build a positive reputation within the community and also provide a venue for manufacturers to discuss their high-paying jobs and how they contribute to the local economy. Community events also enhance employer branding to attract talent. There is evidence that community outreach is an effective recruiting tool. A recent job fair in Manchester, New Hampshire, attracted 600 people. About half were high school seniors and the balance were adults from the community.

Integrating younger workers helps recruitment

Engaging with students and community members will help you learn how to work with younger generations within your organization, which could help you become a local employer of choice. I’ve witnessed multiple successes by local manufacturers in my state who are learning to respond to the requests of this younger generation. For example, as one local manufacturer brought on more younger staffers, the company responded to the new hires’ requests by offering flexible start times. The manufacturer also brought in a “freestyle” soda dispenser with many flavor combinations and upgraded the selection of free snacks in the break area.

Your local MEP Center can help you develop a strategy with hands-on approaches for growing an organic, local talent pipeline. It will take patience and a lot of work, but it will pay off in the long run. Contact your local MEP Center to talk with a workforce expert.