The nuclear power industry is on the rise in the US. Nuclear power is expected to grow faster in the next 5 years than it has in the past 30. In addition to the aggressive growth projected in terms of American demand for clean energy, the industry is also expected to see a large portion of the workforce retire. This paves the way for an exciting influx of young talent into the nuclear power market. But the millennial generation is a different breed than previous generations. Here’s how you can attract young talent to manufacturing jobs in the nuclear power industry.
Establish Succession Plans
As Baby Boomers (who currently make up the majority of the nuclear power workforce) are preparing to retire, it is critical to establish a succession plan to ease the transition. That means offering younger employees the opportunities to train and learn from veteran workers and planning ahead to recruit those most capable of filling their shoes.
Apprenticeship programs, creative recruiting, and on-the-job training are all successful tactics that grow your workforce from the ground up in preparation for continued industry growth. Mentorship is another way to plan for and establish successions and provide younger employees with access to experience and networking to prepare them for industry changes. Rather than avoiding the issue, it is best to address issues of succession upfront and transparently so that when large portions of your workforce do retire, a younger generation of manufacturing workers are prepared to step up.
Embrace a More Diverse Workforce
To sustain this aggressive growth in America’s manufacturing sector, employers need to recognize how worker demographics are changing. More women and minority workers are expected to join the ranks of nuclear power workers and manufacturing in general. To capitalize on this shift in worker demographics, employers must adjust corporate policies and workplace culture to embrace a different type of employee. This will not only create a more effective workplace environment but will also help attract key talent.
Training an Industry
As many as 600,000 unfilled manufacturing jobs in current-day America, employers are desperate to fill with high-quality talent. Considering the staggering demand for young talent in the manufacturing sector, it is incredulous that more employers don’t offer a more paid internship, apprenticeship, or on-the-job training programs for these mid-skill level positions.
Encourage Creativity in the Workforce
Millennials are a creative bunch of workers. They like to approach problems in different ways than necessarily has been done before. Make room for that creativity. It will help employers attract a younger generation of workers and pave the way for exciting innovations that can change the industry. Supporting and providing quality feedback for these employees is critical to making the most of their skills. Still, in today’s volatile market, a little youthful creativity might just give you the edge.
Connect with the Hiring Experts
For more advice on hiring the best candidates for your team, even when navigating a talent gap, connect with the hiring experts at Williams today.
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