The food processing labour shortage results from a widespread shift to automation and a need for more technical skills in the manufacturing workforce. Companies are competing for new hires, particularly those with the skills and knowledge vital for implementing automation. What is causing the shortage, and what can food processors do to resolve it?
Food Processing Labour Shortage vs. Skills Shortage
The National Association of Manufacturers estimates that the manufacturing industry at large will be short over 2.1 million employees by 2030. The food and beverage sector is the third largest sector of U.S. manufacturing, so food processing employers are feeling the blow from this labor shortage.
On the one hand, it’s clear why food companies are competing for new hires. There is a shortage of people working in the industry. However, there is another side to the competition for employees. Many food processors are turning to automation, particularly robotics and collaborative robots, to fill staffing shortages. Despite the high initial cost of automation and long wait for an ROI, even smaller businesses are adopting these technologies.
On the surface, automation appears to be a solution to the labour shortage. It does reduce the need for many repetitive manual labour jobs. However, it’s also creating demand for new employees, specifically people with technical skills and knowledge. The food processing industry’s labor shortage is shifting to a skills shortage.
The technical skills needed for digital transformation and ambitious automation strategies are outside many current food processing employees’ abilities. Technical skills can also be challenging to teach since they go beyond what a manager or HR personnel would do. For instance, food processors are unlikely to have many workers with knowledge of coding languages, robot maintenance, automation design or engineering.
As a result, food processors are competing for employees with technical skills. New technologies can bring many benefits, such as improved food safety and foodborne illness prevention. Robotics and other automation can also give companies the tools they need to keep up with demand. Unfortunately, the niche of workers required to implement this tech successfully is in short supply in the industry.
Misconceptions About Food and Beverage Careers
Another facet of the food processing labour shortage complicates competition for new hires: lack of interest. Young people are digital natives, capable of quickly learning their way around the latest technologies. Unfortunately, Gen Z and millennials are showing sharply declining interest in manufacturing industry jobs. The top 10 jobs Gen Z are interested in are heavily concentrated in tech, marketing and finance. Manufacturing roles are absent from their lists of dream jobs.
Misconceptions about manufacturing jobs play a big role in the lack of interest from young people. When Gen Z and millennials think of manufacturing, many imagine manual labour jobs in a factory. The reality is that the industry, including food processing, has become highly innovative over recent years. Careers increasingly involve technology and require advanced technical skills. If young people were more aware of this, they might be more interested in manufacturing jobs.
Additionally, surveys show that 58% of Americans think manufacturing jobs have limited career prospects. This is an issue when it comes to attracting young people who are heavily focused on investing in their futures. This sentiment is especially evident among Gen Z, which is the most well-educated generation in history. Young people want careers that reflect their values and lifestyle ideals, so the misconception that manufacturing jobs lack growth or depth can be a turnoff.
This perception of manufacturing industry careers has a major impact on the food processing labour shortage specifically since it is turning away the exact employees these companies need. As a result, they must be more competitive with one another about hiring the few people with technical skills. Meeting the demand for tech-savvy new hires will require changing the narrative surrounding careers in food processing and other manufacturing fields.
Closing the Labour Gap
What can food processors do to attract new hires with the necessary skills to implement automation? The key is understanding what young people are looking for in a career and breaking down the misconceptions about food production jobs.
Food processors can visit local high schools and colleges for outreach and career exploration sessions. They should focus on generating excitement for manufacturing sector careers by demonstrating how technologically advanced the industry is. Dedicate some time to exploring long-term career paths in food processing and manufacturing, as well. Young people today are serious about planning for their futures.
Additionally, food processors should invest in developing their company culture. Every business has one, but leaders must intentionally shape it to attract and retain new hires. Young people are looking for employers that respect work-life balance and share key values, such as environmental concerns.
Food processors can also bridge their labour gap and attract new hires by investing in employee training programs. Upskilling is a great way to build a workforce with valuable technical skills without recruiting new people. Food processors may need to hire a third-party specialist to provide tech training, but this can be highly rewarding for employees and reduce the need to compete with other companies for new hires. Plus, young people enjoy career development opportunities, so a good training programme may help attract job candidates.
Understanding the Food Processing Labour Shortage
The food processing labour shortage is a combination of a lack of interest from young people and the absence of key technical skills in the manufacturing workforce. Companies compete for employees with the skills and knowledge needed to implement the automation technologies vital to the industry’s future. Employers can work to resolve the labour shortage by investing in workplace culture, career development and outreach programmes.