________________________________________________________________________________________________________________________
attracting and retaining workers is by far the number one struggle that I hear .”
Employbridge is America ’ s largest industrial workforce as a service provider , delivering a high-quality , scalable workforce in new and innovative ways . Like Uber did for transportation and Salesforce for software , Employbridge is reinventing how work gets done by combining powerful digital capabilities with the experience of an
We put the work in upfront to minimize challenges and staff turnover further down the road industry leader .
“ A company like ours enables us to draw from a heritage of industry expertise and innovation . We ’ ve been doing this for many , many years and we are the largest in our space for the industrial sector and in the United States . We understand how our partners ’ businesses work and tend not to focus on an approach based simply on headcount . We look at the bigger picture and concentrate on the challenges throughout the workflow to bring skills that are aligned with their production processes .
“ We don ’ t overpromise and underdeliver . We are transparent and sometimes confront the brutal reality that there may be skills shortages . We have a strong focus on workforce development and education and make that available to our customers , not only for our workers but also to their own employees . We have something called the Better Work Life Academy which is a nocost offering to our employees , enabling individuals to advance their skills in their own time . Development isn ’ t always about what they do day-to-day , it could be a personal interest someone wishes to pursue , so , it ’ s about investing in people .
“ We take great pride in our proprietary screening and selection process which helps us to make better placements . Our assessments enable us to hone aptitudes and abilities . Somebody may start with a trainable job and then go on to follow a career like my own . We put the work in upfront to minimize challenges and staff turnover further down the road ,” he explains .
The manufacturing sector does face some challenges but in Alex ’ s opinion there is some low hanging fruit ; some things that can be done quickly that are low-investment but high-return that organizations fail to see amidst the minutiae of the day-to-day . “ We ’ re facing a skills gap ,” he elaborates , “ which is being fueled by a few factors . The first is an aging workforce . Nearly four million people are getting ready to exit in the next few years . That is a considerable amount of tribal knowledge and skill that needs to be transferred and requires effective succession planning .
“ If a succession plan is something that is put into place , it is often done so too late . It ’ s important to unpack the skills gap to assess whether there is a value proposition that will attract new demographics to the workplace . From shifts and schedules to culture and compensation , there are several factors that are decision-makers for prospective employees . Pay is king . Every year , without fail , pay is the number one motivator .
“ Since we came out of the pandemic , companies have had to raise their pay consecutively over the last two-to-three years . Staying on top of pay and benefits is important , as is employee engagement . I believe employee engagement is one of those low-investment , high-return fixes that I mentioned before , alongside the onboarding process . Simple questions , such as : ‘ Am I being consistent ? Am I having conversations with that new employee ? Do I understand that they have obligations and a life outside of their commitment to the company ?’ All
14