In the heart of the Hudson Valley, a silent struggle persists among small to medium-sized manufacturers- the battle to fill vacant positions with skilled, dedicated employees. As the manufacturing landscape evolves, the need for a robust, engaged workforce becomes increasingly critical. More and more positions remain unfilled and employees continue to frequently switch jobs and companies, or worse, exit the field entirely. So where does this leave manufacturers looking to expand their team and grow their business? We sat with Mary Jane Bertram, the Hudson Valley Regional Director for the Workforce Development Institute (WDI), to discuss* how to best attract and retain employees to the manufacturing industry for now and years to come.
Could you share an overview of your role at the Workforce Development Institute and the initiatives you’re involved in?
Our focus spans across New York State, aiming to bolster opportunities for individuals to secure family-sustaining wages. As one of ten Regional Directors in New York State, my role revolves around leveraging workforce expertise and deploying funding to drive impactful projects. We collaborate with labor unions, employers, manufacturers, educational providers, and any group that can contribute positively to the workforce.
What are some of the initiatives undertaken specifically in the manufacturing sector through WDI?
The manufacturing initiatives at WDI are multifaceted. We target specific needs within the industry by providing grants for skills training and equipment, partner with educational institutions to develop tailored curriculums, and support initiatives that facilitate the retention, promotion, or expansion of the manufacturing workforce.
What are some pressing needs you’ve identified within your region?
The Hudson Valley spans seven counties, and within the region there’s a demand for contextualized on-site ESL programs, specialized safety training in industries like food and manufacturing, and support for women and minority-owned businesses to obtain certifications for funding eligibility. We also work between regions at WDI. For example, a company in New York City was looking to move out of the state for a more affordable location, but through collaboration we were able to connect them with economic development groups in Dutchess County to find the space and support they needed. They were able to stay within New York, have since expanded, and are now hiring more team members.
How can manufacturing and technology companies attract skilled candidates amid the prevalent labor shortage?
Investing in pre-employment pathways, engaging with educational programs, and showcasing the diverse opportunities within the industry are key. Many are unaware of the fascinating work being done in manufacturing right here in New York State, so educating the future workforce before they enter is critical to help them know the opportunities within the manufacturing industry. It’s the hidden industry in the Hudson Valley. Many may be aware of tourism, wineries, craft breweries, and casinos; but so many are unaware that right here in New York State there are manufacturers working on world-class projects and products. The Academy Award statues, the felts for Steinway grand pianos, the flavors for Ben and Jerry’s ice cream, and so much more are all made right here in the Hudson Valley.
What can investing in your workforce look like?
It encompasses competitive pay, positive working conditions, continuous skills uptraining, and clear career advancement pathways. If an employee starts on the manufacturing floor as an unskilled assembler, the company should help them gain the skills they need to move up in their pay and benefits. This is ultimately a win-win situation. The company doesn’t have to bear the burden of continual onboarding costs and retraining, and in turn they have a valuable employee that is dedicated to them who stays on the team. In addition, they will be taking all of the knowledge of the company they’ve gained along with them as they climb up the ladder.
Despite the potential, many don’t view manufacturing jobs favorably. How can manufacturers change this perception?
Education plays a pivotal role. Hosting career days, offering internships, participating in Manufacturing Day, and engaging with the community are effective strategies. Demystifying modern manufacturing environments is crucial to attract diverse talent.
What barriers do individuals face when considering a career in manufacturing, and how can these be mitigated?
Lack of information, misconceptions, low entry-level wages, inflexible schedules, and transportation issues hinder potential employees. Companies can alleviate these barriers through education, better compensation, schedule flexibility, and innovative transport solutions, such as carpool routes.
For smaller manufacturers feeling constrained with time or resources, what solutions can they explore?
Collaborating with neighboring manufacturers and building a support network with local businesses are impactful approaches. There is no one-size fits all solution. Each business will need to assess their issues on an individual basis and find what works best for them.
How can manufacturers approach training to retain and attract new employees effectively?
Partnering with educational institutions to develop tailored training programs is invaluable. Community colleges are very open to developing training programs specific to the needs of local employers, such as the Mechatronics Lab at Dutchess Community College. By investing in continuous skills development you foster relationships with the future talent pool.
What practices should employers avoid when seeking new employees?
Screening out valuable candidates through stringent online application criteria, lack of communication with applicants, and solely relying on online platforms can deter potential talent. Personal engagement through job fairs and community involvement helps people become familiar with your company and form positive connections. After all, isn’t a face much more welcoming than a keyboard?
If you’re a manufacturer seeking the keys to unlock a pipeline of skilled talent, MTEC can help you navigate the intricate terrain of modern workforce challenges. Through our own internship program we have carved a pathway for young academics to gain invaluable real-life experience and join the local manufacturing community. To learn more about building your workforce, attracting skilled employees, and investing in the future of manufacturing; reach out to MTEC today! We have the expertise necessary to guide you to a successful future. In addition, if you are interested in this service and setting up a complimentary visit to discuss in further detail, please call Phyllis Levine, Director of Operations, at (845)391-8214 Ext. 3001 or via email to phyllis.levine@hvtdc.org.
*This article and its responses are based on an interview conducted with Mary Jane Bertram and are not her words directly.