How to Attract Talent to Industrial Facilities

Material handling robotics

Busch cafe lounge

Pharmaceutical stainless steel workbench

Three shift operation packing stations

If you’re coming up short on finding enough workers for your industrial facility, you’re not alone. Let's look at ways to attract (and retain) more workers.

AUSTIN, TEXAS, USA, January 3, 2020 / — If you’re having trouble hiring a sufficient number of workers at your industrial facility, you are not alone.

A recent study conducted by the consulting firm Deloitte in partnership with The Manufacturing Institute has confirmed this looming gap between the number of jobs and the number of available workers to fill them. The report projects that the manufacturing industry will create 700,000 new job positions in the coming decade; however, about 2.7 million workers are expected to retire during this time period, leading to a shortage of as many as 2 million manufacturing workers.

The potential cost of industrial facilities is large. In a study conducted by Accenture for The Manufacturing Institute, acute worker shortages could drive down the earnings of the average US manufacturer by as much as 11%.

If you haven’t done so already, now is the time to assess the projected hiring needs for your industrial facility. Can you maintain equilibrium as more and more of your Baby Boomer workers retire? Will you be able to hire enough workers to fulfill your strategic plan? What about future growth?

If you’re coming up short on finding enough workers, you’re not alone. All across the country, from Chicago to Florida and Iowa, employers across all industries are finding it difficult to fulfill their open positions.

Let’s take a look at some of the unique hiring barriers facing industrial facilities and what can be done about it.

In times past, good industrial jobs were kept in the family – sought-after jobs were often passed from one generation of family members to another; indeed, many companies boasted that they employed third or even fourth generation workers at their facilities.

But times have changed. Whether it’s due to widespread off-shoring of American manufacturing to Asia or uncertainties caused by major restructurings that took place as a result of the Great Recession that began in 2008, younger generations of workers (starting with the Millennials) have, by and large, rebuffed long-standing tradition and shunned employment opportunities at industrial facilities.

A headline in the Financial Times puts it best: US manufacturers struggle to attract ‘cool’ millennials. In the article, Patrick Bass, US chief of ThyssenKrupp, the German conglomerate, says, “in the US, an engineer usually comes out of university after five or five and a half years” and can earn an average starting salary of $45,000 to $50,000 with some debt. But “a certified welder after four years can be earning $85,000 to $100,000 a year without anywhere near the debt. But most households will still say the engineer has a successful career while the welder does not. That’s a fundamental issue we need to work on.” Despite the good salaries offered by industrial employers, ThyssenKrupp finds that many parents are actively steering their children away from manufacturing and other industrial facility jobs in favor of “clean” white-collar jobs.

But parental attitudes are not the whole story. The younger generation workers themselves seem to have adopted attitudes toward employment opportunities that are markedly different from those of their parents. The public opinion survey firm Gallup conducted an extensive representative survey of Millennials, the first generation of digital natives to enter the workforce. Gallup identified these six key attitudes toward work that differentiate Millennials from the earlier Baby Boomer generation:

Millennials don’t just work for a paycheck — they want a purpose.
Millennials are not pursuing job satisfaction — they are pursuing development.
Millennials don’t want bosses — they want coaches.
Millennials don’t want annual reviews — they want ongoing conversations.
Millennials don’t want to fix their weaknesses — they want to develop their strengths.
It’s not just my job — it’s my life.
Many of these attitudes were confirmed in a survey that Formaspace conducted in 2018. In our survey, we found that younger workers placed a far greater value on achieving an overall “Life-Work Balance” than their older peers.

As a result, the long-standing reputation of manufacturing and other industrial jobs as a place where workers perform repetitive tasks from 9 to 5 in exchange for a steady paycheck simply doesn’t appeal to enough of today’s younger job candidates.

This poses both a challenge and an opportunity for industrial manufacturing employers.

The challenge is that younger workers want to work in fields which they perceive to be more closely aligned with their values and objectives, such as employment opportunities in the high-tech sector.

But perception lags reality. More and more jobs in the industrial sector are now considered high-tech positions in their own right. The question becomes how to communicate these changes to a wider audience of potential recruits, as we’ll touch on in the next section.

Let’s take a look at six ways that American manufacturers, warehouse distribution centers, and assembly facilities can close the hiring gap.

Read more …

Mehmet Atesoglu
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Source: EIN Presswire

Global Brain Tumor Drugs Market Expected To Reach $3.41 billion By 2022 offers Brain Tumor Drugs Global Market Report 2019 from its research database.

The global brain tumor drugs market was valued at about $2.4 billion in 2018 and is expected to grow to $3.41 billion at a CAGR of 9.2% through 2022.”

— Abdul Wasay

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The global brain tumor drugs market was valued at about $2.4 billion in 2018 and is expected to grow to $3.41 billion at a CAGR of 9.2% through 2022. The major driving factor responsible for the growth of Brain Tumor market is the increasing prevalence of Neurological Disorders, worldwide. Neurological Disorders are identified as one of the most prevalent disorders, due to longer life expectancy, increasing exposure to infections and sedentary lifestyle. In 2015, these disorders were ranked as the leading cause group of Disability Adjusted Life Years (DALYs), which is the number of years lost due to ill-health, disability or early death.

The brain tumor drugs market consist of sales of drugs which are used to cure a mass growth of abnormal cells in the human brain. These drugs are either used alone or in combinations, depending on the type, size and locations of the tumor. For example, Afinitor (Everolimus), BiCNU (Carmustine), Everolimus, Carmustine, Temozolomide and Avastin (Bevacizumab) are some of the drugs included in this market.

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The global brain tumor drugs market is further segmented based on type and geography.
By Type – The brain tumor drugs market is segmented into temozolomide, carmustine, cisplatin, bevacizumab, geftinib, erlotinib
By Geography – The global brain tumor drugs is segmented into North America, South America, Asia-Pacific, Eastern Europe, Western Europe, Middle East and Africa. Amongst these, North America was the largest region in the brain tumor drugs market in 2018. This region is expected to remain the largest during the next five years. The brain tumor drugs market in Asia Pacific is forecasted to register the highest CAGR during 2018-2023.

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Trends In The Brain Tumor Drugs Market
Companies in the brain tumor drugs market are increasingly investing in technologies such as artificial intelligence (AI) to save time and reduce research and development costs. AI is the simulation of human intelligence processes by machines, especially computer systems, which has the potential to surpass human intelligence levels. This technology helps to analyze large sets of chemical and biological data to identify potential drug candidates with higher success rates and at a quicker pace when compared to human analysis. The technology also helps in speeding up the patient recruitment process by matching blood cancer patients with the most relevant clinical trials, thus lowering clinical trial costs. Major blood cancer drug manufacturers such as Roche, Pfizer and Johnson and Johnson have already invested in AI technologies to reduce time taken and costs incurred for drug development. For instance, Johnson and Johnson entered into an agreement with BenevolentAI, a UK-based artificial intelligence company (start-up), to mine data for designing new Brain Tumor Drugs.

Major players in the Brain Tumor Drugs market include Pfizer Inc., Shimadzu Corporation, Toshiba Medical Systems, Merck & Co. Inc., AstraZeneca

Brain Tumor Drugs Global Market Report 2019 is one of a series of new reports from The Business Research Company that provides brain tumor drugs market overviews, analyzes and forecasts brain tumor drugs market size and growth for the global brain tumor drugs market, brain tumor drugs market share, brain tumor drugs market players, brain tumor drugs market size, brain tumor drugs market segments and geographies, brain tumor drugs market trends, brain tumor drugs market drivers and brain tumor drugs market restraints, brain tumor drugs market’s leading competitors’ revenues, profiles and market shares. The brain tumor drugs market report identifies top countries and segments for opportunities and strategies based on market trends and leading competitors’ approaches.

Where To Learn More

Read Brain Tumor Drugs Global Market Report 2019 from The Business Research Company for information on the following:
Markets Covered: global brain tumor drugs market

Data Segmentations: Brain tumor drugs market size, global and by country; historic and forecast size, and growth rates for the world, 7 regions and 12 countries

Brain Tumor Drugs Market Organizations Covered: Pfizer Inc., Shimadzu Corporation, Toshiba Medical Systems, Merck & Co. Inc., AstraZeneca

Regions: Asia-Pacific, China, Western Europe, Eastern Europe, North America, USA, South America, Middle East and Africa.

Time Series: Five years historic (2014-18) and forecast (2018-22).

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Other Information And Analyses: PESTEL analysis, brain tumor drugs market customer information, brain tumor drugs market product/service analysis – product examples, brain tumor drugs market trends and opportunities, drivers and restraints, key mergers and acquisitions, key metrics covered: number of enterprises, number of employees, global brain tumor drugs market in 2019 – countries offering most new opportunities

Sourcing and Referencing: Data and analysis throughout the report are sourced using end notes.

Strategies For Participants In The Brain Tumor Drugs Industry: the report explains a number of strategies for companies in the brain tumor drugs market, based on industry trends and company analysis.

Opportunities For Companies In The Brain Tumor Drugs Sector: The report reveals where the global brain tumor drugs industry will put on most $ sales up to 2022.

Interested to know more about The Business Research Company?
The Business Research Company has published over 300 industry reports, covering over 2400 market segments and 56 geographies. The reports draw on 150,000 datasets, extensive secondary research, and exclusive insights from interviews with industry leaders. Here is a list of reports from The Business Research Company similar to Brain Tumor Drugs Global Market Report 2019:
Cancer Biologics Global Market Report 2019
Skin Cancer Drugs Global Market Report 2019
Breast Cancer Drugs Global Market Report 2019

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Source: EIN Presswire