In recent years, one of the biggest challenges facing industrial companies is the difficulty in recruiting new talent to succeed retiring employees. This translates into a slowdown in the pace of development planned for the company and the loss of know-how that leaves the plant towards retirement. Young people do not seem at all attracted to the industrial world, which is increasingly affected by this reality.
In this article, we will analyze this phenomenon and offer solutions for attracting young talent to the plants.
The difficulty of recruiting young talent
In recent years, numerous surveys have been conducted, showing that 6 out of 10 companies say they lack young talent to develop. Industrial maintenance technicians are becoming increasingly rare and operators are out of the market. As a result, industrial companies are facing real difficulties to ensure the continuity of their work and to develop.
This phenomenon affects young talent at all levels: from operators to managers and technicians. In addition to recruitment, companies are also struggling to keep young graduates loyal to prevent them from leaving the company.
In the context of the 4th industrial revolution, the recruitment of young talent to replace former employees who are retiring or to strengthen teams in order to develop and achieve higher revenues seems to be a real problem that prevents the evolution of the entire industrial ecosystem.
The attractiveness of the industry 4.0 for tomorrow’s generation
It seems that the only explanation for this phenomenon is the fact that the industrial environment is not attractive enough for young talent. In fact, the collective consciousness is full of clichés about the old rudimentary factories where it is not nice to work. But today’s reality is different from that of a few decades ago.
Industrial companies are migrating to more comfortable workspaces that promote the well-being of the operator. In addition, in the context of Industry 4.0, factories are being transformed into spaces of exchange where humans are connected to machines via
digital interfaces and innovative solutions.
Thus, the digitized factory could only appeal to young people who spend their days exchanging via digital interfaces and surfing on the web. By implementing digital solutions and integrating interactive interfaces, the factories improve their attractiveness to young talents.
Train new employees on the technologies of tomorrow and those they will use.
In order to attract young talent to tomorrow’s plants, it is necessary to integrate new training solutions and train them in the new technologies they will use to do their jobs. Thus, to cope with the shortage of maintenance technicians and young operators, factories must join the 4th industrial revolution and use digital tools for the training of their employees.
Picomto offers the ideal software and technological solution that allows industrial companies to digitize their training processes and operating procedures. In this way, they will be more attractive to young talents who are daily surrounded by digital and innovative technological solutions.
Partnership between young and old
When we talk about training and knowledge sharing, we are obviously talking about a partnership that must exist between young talent and former employees who are preparing for retirement. The latter can resist change and the adoption of new digital tools, and it is here that young people play the most important role in the knowledge transfer chain.
Without real cohesion between the different generations, companies can suffer from knowledge leakage and loss of know-how. Integrating innovative solutions therefore facilitates exchanges between the different generations and the sharing of knowledge, thus preserving the company’s capital.
Young people are more inclined to use new technologies and make the link between technologies and older ones.
Being more comfortable with digital tools and willing to try and adapt new technologies, young people allow the company to adopt more easily the innovative tools that allow it to join the digital transformation and improve competitiveness.
Older employees are sometimes resistant to change and the adoption of new digital tools can slow down the pace of the company’s evolution.
It is in this context that the partnership between young new recruits and older employees plays a decisive role in the company’s evolution. In fact, young people can play the role of intermediary between the new technologies introduced in the plants and the organization’s former employees.
The older ones pass on their knowledge to the newer ones.
For their part, former employees play a key role in the preservation and transfer of knowledge between generations. In fact, for every company with its own internal know-how that is shared among the different employees, the departure of one of the employees can cause a leakage of knowledge and know-how. For this reason, former employees must mentor young talents and transfer their knowledge to them.
New technologies make it possible to keep and share knowledge between the various people involved in the plant by creating a collaborative space for exchange and discussion.
Which solution should be used to train and transmit skills?
Picomto develops digital solutions and new technologies to digitalize the organization of work and training in factories. The digital transformation of training and production processes allows to attract young talents who are surrounded every day by innovative solutions and digital technology.
In this way, industrial companies can alleviate the difficulties associated with shortages of technicians and operators and the retirement of former employees. These technological solutions facilitate the integration of young talent and the sharing of knowledge between different generations. They are therefore the ideal tools for attracting and training tomorrow’s workforce.
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