Think creatively to attract new talent

I read a news story recently about a Devon based manufacturer who was struggling to recruit enough young apprentices.

HepcoMotion, which makes parts for conveyor belt systems, had developed a solution by teaming up with Exeter College in an effort to entice T-level students – the new technical alternative to A-levels.

As well as traditional apprenticeships, the firm also runs ten-week ‘bootcamps’ that offer a taste of working life and some cash once completed.

It made me think if similar schemes are in place for our industry – and if not, then why not – but it also underlined the fact that the skills shortage remains a big problem for the entire manufacturing sector.

It also highlighted that glazing industry companies must be proactive and think creatively if they stand a chance of growing their workforce because the competition is fierce. The number of job vacancies is reported to be at a record high of almost 1.3 million, which is more than the number of people without a job.

There are success stories within our industry, companies that have grown and nurtured talent – often into senior management positions – and initiatives such as the GGF’s Skilled Pathways Scheme and Building Our Skills have also made positive steps forward.

As you can read in this week’s newsletter, the industry is facing plenty of challenges into the second half of 2022, including further price increases that threaten to increase the pressure on installers and fabricators as demand contracts.

But if you were to ask what the biggest challenge is long term, then I suspect for many companies, the skills crisis would be right at the top of the list.