Addressing 3 workforce challenges in electronics manufacturing

Zac Amos, Contributing Writer, further explores.

1. Inadequate training

Electronics manufacturing is rapidly evolving, with many companies producing new designs or using automated equipment to remain competitive. Workers need ongoing training to excel in this fluctuating environment. Receiving initial education after joining a company is a good starting point, but managers must supplement it with frequent updates that reflect the industry’s changing priorities.

For example, Scotland’s Heriot-Watt University will participate in a multientity initiative to spark industrywide changes. One of the goals is to facilitate a circular economy for electronics, including reducing waste and decreasing the industry’s dependence on critical resources. Depending on the results of this collaboration, the electronics manufacturing workforce may need to change fabrication methods, work with new materials, or make other substantial process alterations. Training could help them reinforce recently acquired skills.

Another education-related challenge is that people have different preferred learning styles. Although some can grasp concepts by reading books or attending lecturers’ classes, others like more interactive options, especially if learners can sharpen their skills through realistic simulations in controlled environments.

Fortunately, some decision-makers have responded. In one example, various parties developed a training centre for advanced semiconductor manufacturing. Users will learn with virtual and augmented reality and have immersive, highly realistic experiences.

2. Candidate pool limitations

Another workforce challenge facing electronics manufacturers is that they may find many or most people in the local job market do not meet the minimum qualifications for their posted positions. Affected businesses should first examine whether electronics companies need to improve how they advertise positions, such as running ads on websites or in trade publications. Alternatively, well-qualified candidates may not initially be interested in the jobs due to the descriptions. Perhaps they do not sufficiently highlight the advantages.

If the electronics company is a name recognised worldwide, that could be worth mentioning in the content. One study found that 88% of respondents searching for positions currently or likely to within six months want to work for global companies.

Conversely, the main issue could be that the job market lacks qualified candidates. Attracting them from other countries is a possibility, but it is not always easy or available once hiring managers learn more about the immigration requirements.

In those cases, apprenticeships could encourage people to get into electronics manufacturing careers. Those who do not immediately have the skills or experience for roles will gain them over time. Similarly, upskilling allows employers to fill openings from their existing workforces rather than seeking candidates externally. That can be an attractive prospect for motivating workers and showing them paths to higher-paying positions with more responsibility.

3. Industry viewed as undesirable

Workforce challenges in electronics manufacturing also stem from how people perceive the industry. One study of people in the UK aged 16-24 found that 60% of them would not consider manufacturing careers. Additionally, the same investigation revealed that 83% of young people encountered barriers to the industry. That could make them decide it’s not worth the trouble.

However, the research also showed that 41% of manufacturers are not doing anything to attract young talent, and 51% have not partnered with training providers to help people acquire the necessary skills for eventual careers. Additionally, 48% of respondents had never received information about how to pursue manufacturing roles or why they should.

Company executives can address these matters with purposeful campaigns that show people what they can expect in the industry and how it offers more opportunities than they may initially have anticipated. They should also provide clear information and guidance about getting started so interested parties do not become prematurely discouraged.

Changing how young people view manufacturing will take time and require the involvement of multiple relevant groups. However, meeting that goal will enable electronics manufacturers to fill workforce gaps.

Remaining adaptable and open

These challenges may seem daunting, but they are not unsurmountable to those willing to stay flexible and willing to potentially do things differently. Internal changes may cause early internal anxiety but could be crucial for solving these problems to achieve meaningful long-term impacts.