'Hardest Jobs to Fill' list reveals many workers with traditional blue-collar skills are leaving the workforce; what can YOU do about it?

Manpower's 'Hardest Jobs to Fill' list reveals that many workers with traditional blue-collar skills are leaving the workforce.

April 23, 2008

Engineers, Machinists, Tradesmen in Short Supply

Because of an aging workforce and a new generation of workers entering other professions, engineers, machinists and skilled trade workers are the three most difficult positions to recruit for, according to Manpowers annual list of The 10 Hardest Jobs to Fill.Baby boomers are starting to retire, which means many workers with traditional blue-collar skills are leaving the workforce, says Melanie Holmes, vice president of corporate affairs for the Milwaukee-based staffing giant. The survey, released Tuesday, April 22, covered 42,500 employers from 32 countries.The retiring boomers are compounded by fewer young people entering these fields. Less than 10 percent of college students in America are getting engineering degrees, Holmes says.The 10 Hardest Jobs to Fill are:

1. Engineers

2. Machinists/machine operators

3. Skilled trades (your Route Drivers?)

4. Technicians (your Machine Technicians?)

5. Sales representatives

6. Accounting and finance staff

7. Mechanics

8. Laborers

9. IT staff

10. Production operators

Technicians, sales representatives and accountants/finance staff also made it onto Manpowers list.

Employers struggling to fill these vacancies can, in the short term, enhance recruiting efforts on college campuses and at technical schools and also emphasize the retention of older workers.

Longer term, Manpower suggests, employers should partner with local educational institutions and encourage students to enter these professions.

Nearly 25 percent of employers say they are having problems filling positions because of a lack of talent.

Employers need to do everything they can to give opportunities to everyone who is willing or able to work, she notes. This includes the aging workforce, the younger generations, people of color and people with disabilities.

Successfully recruiting young workers will depend on how well companies can cater to their specific needs. This generation wants flexibility, they want to be innovative on the job, Holmes notes. And they want to have fun while they are at it.

To minimize the impact on your company, PredictiveAssets suggests you: Modify your employment profile: Focus on learning skill, behavioral traits and occupational interests as opposed to education and experience.Broaden your employment profile: Establish core competencies for all jobs in your company. Compare all applicants to all job functions, not just the one being applied for today.Utilize accurate selection tools: Tomorrow, more than ever, you cannot afford to make a bad hire; use all available resourcesBecome an employer of choice: Job fit is much more important than compensation; do you have good job fit for all personnel at your company?Finally, use broader advertising tools (i.e. CareerBuilder or similar online services) instead of local tools: a qualified applicant might be moving to your market next month!

For information and/or assistance with finding, selecting, hiring and developing your workforce, contact Dave McCaffrey at [email protected] or 866 584-9551 (toll free).