The Next Generation: 5 Strategies for Attracting Top STEM Talent to Your Manufacturing Company

Australia’s manufacturing sector is entering a transformative era, with 4.0 automation and data-driven operations rapidly replacing traditional ways of working. To keep up with the rate of change and remain competitive, STEM talent recruitment in manufacturing is essential.

However, this can be easier said than done. Talent and hiring teams must overcome competition from the tech, construction and healthcare industries – which are often more attractive for young STEM professionals – and take steps to be noticed by potential applicants in the first place.

The following five recruitment strategies for HR are key to attracting STEM professionals in manufacturing.

Strategies for STEM talent recruitment

 1. Build a compelling employer brand

If you want to fill STEM roles in manufacturing with innovative, talented individuals, your organisation needs to be seen as a great place to work.

Unfortunately, manufacturing is swimming against the tide when it comes to attracting STEM employees. For one thing, research says less than half (48%) of 18–24-year-olds believe manufacturing is important to maintaining a strong Australian economy. Studies also show university cultures often have an over-emphasis on academic research as the notional ‘pinnacle of success’ in a STEM career.

To stand out and attract STEM talent, employer branding in the manufacturing industry should highlight how your business embraces modern tech, automation and smart logistics. Just as you would look at an employee’s online profile, your prospective candidates will check out your website and social media. To build a compelling presence, your messaging and imagery should demonstrate that your company is vibrant, dynamic and future-focused.

If you’re serious about STEM talent acquisition for the manufacturing industry, include a dedicated careers page on your website. Upload video content that allows candidates to see behind the scenes and gives them something to feel excited about. When advertising STEM roles in manufacturing, your campaign should be posted on networking sites like Linkedin as well as traditional employment platforms.

To take things a step further, your company values should align with the professionals you wish to attract. Up to 84% of candidates consider the reputation of an organisation, its image and its values. This includes commitment to social responsibility and shared values. By showcasing your manufacturing business as ethical and responsible, you increase your chances of filling top STEM roles in manufacturing sooner.

 2. Partner with educational institutions

One of the most effective strategies for recruiting STEM graduates for manufacturing is to build strong partnerships with universities and technical institutions.

These partnerships provide opportunities for early engagement with promising students, allowing them to gain hands-on experience in real-world projects.

Consider offering internships or co-op placement programs. You could also collaborate with an educational facility on a real-world project that allows students to apply their knowledge to practical challenges. This strategy is a win/win; it will set your business up with a talent pipeline and foster loyalty among interns while giving them hands-on experience.

Other initiatives to encourage STEM talent acquisition for the manufacturing industry include:

• Participating in STEM career fairs 
• Offering facility tours  
• Hosting tech showcases  

Remember, everything is a PR opportunity; you can host or attend an event, post about it online or issue a press release to boost your exposure.

The added advantage of connecting with students before they become job candidates is the opportunity to understand what motivates and inspires them. Ask about their career aspirations and find out what appeals to them when it comes to STEM roles in manufacturing.

 3. Focus on diversity, equality and inclusion (DEI)

Creating an inclusive workplace makes sense for manufacturing businesses.

As reported by the Department of Industry, Science and Resources, 37% of university STEM enrolments are from women, but women represent 15% of all people working in STEM jobs. Meanwhile, people from CALD backgrounds represent only 20% of STEM employees.

By fostering a culture of inclusion, your company can tap into a wider pool of talent and benefit from fresh ideas and unique perspectives. Developing mentorship programs, offering pathways to leadership for all employees and supporting professional development can also help fill top STEM roles in manufacturing.

Highlight your commitment to DEI in your recruitment messaging. Link to your company’s diversity policies, showcase your inclusive work environment and put the spotlight on any efforts you are making to address inequality in your industry.

4. Address the STEM talent shortage in manufacturing by offering employee benefits

It goes without saying that salary is important for jobseekers, especially top STEM talent. However, while competitive pay is always important, today’s professionals want more than money.

An Australian study into STEM career pathways found that working parents, people returning from career breaks, and individuals who are juggling caring responsibilities encounter barriers to career progression and success. When asked what would keep them in STEM roles, 24% of research participants pointed to better work-life balance.

With this in mind, benefits such as flexible or remote working hours and well-being programs are important if your company is focused on attracting STEM professionals in manufacturing.

The study also found limited access to mentoring, active career coaching from supervisors and informal career support or advice from professional and personal networks is a barrier to retention. If your business offers coaching and mentoring, highlight this when recruiting STEM graduates for manufacturing.

5. Leverage digital recruitment tools

The digital age has transformed the recruitment process and the latest tools and techniques are powerful assets to improve STEM talent acquisition for the manufacturing industry.

AI and machine learning are now being used to streamline STEM recruitment strategies for HR, from assessing candidate skills to engaging with them throughout the hiring process. These technologies can help speed up the recruitment cycle and reduce human error.

Adecco’s AI in Recruitment White Paper explains how new technology removes time and cost constraints with the help of algorithms that identify and shortlist the best and most suitable candidates. AI can also reduce error and unconscious bias during the hiring process, and even identify potential employees who may not have applied for a role.

It is also essential to leverage digital tools to make your recruitment process as seamless as possible. This includes making job applications mobile-friendly, using automation to simplify candidate screening and providing virtual interviews where possible.

STEM talent recruitment: Know your candidates

Attracting STEM professionals in manufacturing requires a strategic and multi-faceted approach. In addition to the steps above, it is important to have a clear understanding of who your target candidates are, what their challenges are and what they are looking for.

For example, research has found individuals with STEM qualifications can sometimes struggle to articulate their skills and value clearly to prospective new employers. What’s more, job security can be an issue for STEM workers, who are frequently employed on a contract basis. Being aware of this and creating full-time opportunities or longer contracts may help reduce the STEM talent shortage in manufacturing.

Hiring STEM talent for manufacturing companies

Adecco’s manufacturing recruitment specialists provide end-to-end support to help Australian manufacturers secure top STEM talent. Our tailored recruitment solutions can help you find the individuals your business needs to step into the future with confidence.

Want to recruit STEM workers? Connect with the manufacturing and supply chain recruitment specialists at Adecco.