In the highly competitive sector of medical device manufacturing, there’s an unprecedented demand for skilled plastic engineers. The industry, set to expand to a $199.1 billion market by 2027, is currently navigating a significant workforce shortage, with over 18,528 job openings and 45% of manufacturers having to decline opportunities due to the lack of skilled workers. This landscape is not just about filling new positions; it’s also about replacing an aging workforce, which takes decades of invaluable experience with them upon retirement.
In response, medical device companies are aggressively competing to attract the crème de la crème of plastic engineering talent. Lucrative incentives such as signing bonuses, with experienced plastic injection molding operators in medical products receiving up to $4,000, are becoming commonplace.
Despite these efforts, traditional hiring strategies like enhancing compensation and benefits, focusing on the candidate experience, and emphasizing retention and internal mobility may not fully address the unique challenges of recruiting and retaining plastic engineers. While these approaches have strong points, they might not align perfectly with the specific aspirations, motivations, and career trajectories of engineers in this niche sector. The medical device industry, therefore, finds itself at a pivotal point, where a reevaluation of conventional recruitment and retention strategies is essential. This calls for innovative, tailored approaches that resonate more deeply with the specialized nature of plastic engineering in the medical device field.
Here’s what we believe are the two most effective strategies in the current landscape of hiring plastic engineers for the medical device industry. With over 20 years of experience in this sector, witnessing its various ups and downs, we understand the nuances of what truly works. Firstly, there’s a gap between what plastic engineers genuinely need in terms of benefits and what is currently being offered. Addressing this gap is crucial. Secondly, leveraging staffing firms offers a strategic advantage in this tight job market. These firms specialize in matching the specific skills and aspirations of engineers with the needs of companies, streamlining the hiring process. These approaches, we argue, could significantly enhance the recruitment and retention of top talent in the field.
Now, let’s break it down and delve into why these strategies are particularly effective in recruiting and retaining elite talent in this field.
Under this strategy, we focus on two key components: “Standard Offerings in Plastic Engineering: The Essential Baseline for Talent Acquisition” and “What Top Talent Expects: Understanding the Aspirations of Plastic Engineers.” This approach emphasizes not only meeting industry-standard compensation and benefits but also aligning with the deeper career aspirations and professional growth desires of top plastic engineering talent.
It’s crucial for companies to understand that meeting the standard benefits and compensation packages isn’t just an achievement, it’s a baseline expectation. These elements are the very foundation of what plastic engineers anticipate in a job offer. Therefore, businesses shouldn’t consider these as special perks or bonuses but as essential components of a competitive job package.
Popular benefits like paid holidays, casual dress codes, life insurance, 401(k) plans, flexible schedules, and even seemingly minor perks like free beverages are now industry norms. Health benefits, including medical, dental, and vision insurance, are not luxuries but necessities, expected by a vast majority of professionals in the field.
When it comes to compensation, the averages provide a clear picture. Manufacturing engineers earning between $17 to $52.88 per hour, design engineers with top average hourly rates of $50, and automation engineers with a total compensation package averaging around $81,550, set a clear standard. Companies offering below these ranges are not just at a disadvantage; they risk being sidelined in the race for top talent.
For businesses not aligned with these minimum expectations, the alarm bells should be ringing. It’s not just about attracting talent; it’s about survival in an industry where these standards are the starting point, not the finish line. Ensuring alignment with these industry benchmarks is crucial, and falling short could mean struggling to attract or retain the skilled engineers essential for success in the competitive world of medical device manufacturing.
Companies need to internalize that covering the basics isn’t a bonus—it’s an absolute necessity.
Now let’s explore what plastic engineers truly seek in their roles, going beyond these basic expectations to understand what can genuinely attract and retain top talent in this field
Attracting top talent goes well beyond offering competitive salaries and standard benefits. These engineers are seeking career opportunities that align with their professional aspirations and personal growth goals. Here’s a deeper look at what drives these professionals and why companies need to pay attention:
Plastic engineers desire a workplace that offers a spectrum of roles, from hands-on technical positions to strategic management roles. This diversity in career paths caters to their ambition to explore different facets of the industry, grow their skills, and eventually take on leadership roles. Understanding and facilitating these aspirations is key to retaining ambitious engineers.
Engineers in this field are driven by the desire to make a tangible impact. They want to contribute beyond the conventional scope of their roles, extending their influence to areas like research, development, and industry innovation. Companies that provide avenues for such impactful contributions are more likely to attract engineers who are motivated by the prospect of making a real difference.
The rapidly evolving nature of the plastics industry demands continuous skill development. Engineers are looking for employers who invest in their ongoing learning, whether through advanced training programs, exposure to the latest industry technologies, or opportunities to work on cutting-edge projects.
Practical, hands-on experience is highly valued. It helps engineers stay at the forefront of technological advancements and apply their skills in real-world scenarios.
Access to experienced professionals for guidance and career advice is crucial. It provides engineers with insights and knowledge that only come from years of experience in the field.
Specialized certifications enhance an engineer’s credentials and open doors to advanced roles and responsibilities.
Experiencing different roles within the company fosters a broader understanding of the business and enhances cross-functional skills.
Attending industry events keeps engineers updated on the latest trends and best practices, fostering a culture of continuous learning.
Support for further education signals a company’s commitment to the long-term development of its employees.
Recognizing and rewarding hard work and achievements boosts morale and fosters a culture of excellence.
By understanding and addressing these expectations, companies can create an environment where top plastic engineering talent not only thrives but is also inspired to contribute their best. This approach goes a long way in ensuring that the industry remains innovative, dynamic, and forward-thinking.
Traditional in-house recruitment approaches often fall short in addressing the rapidly evolving needs for specialized talent like plastic engineers. Conventional methods, bogged down by limited reach, prolonged hiring timelines, and often a mismatch in candidate-company alignment, increasingly struggle to keep pace with the industry’s demands. This is where the strategic pivot to staffing firms becomes not just an option, but a necessity.
Staffing firms bridge these critical gaps by offering expansive talent pools, targeted recruitment strategies, and an agility that internal HR teams may lack. They possess the specialized expertise and networks to swiftly navigate the competitive talent landscape, connecting companies with not just any candidates, but the right ones. This approach is pivotal in countering the deficiencies of traditional recruitment methods, offering a more nuanced, efficient, and effective pathway to securing the best talent in plastic engineering.
Staffing firms have a broader and more specialized talent pool, crucial for niche roles like plastic engineering in the medical device industry. For instance, during shortages in the U.S., these firms can tap into emerging markets like India, providing a global solution to local talent shortages.
These firms reduce the time and resources required in traditional hiring, using advanced AI-driven tools to filter candidates, significantly cutting down the hiring timeline and translating into cost savings.
Beyond matching qualifications, staffing firms assess the cultural fit, attitude, and interpersonal skills of candidates, ensuring alignment with the organization’s values. They use personality assessments and structured interviews for a comprehensive evaluation.
Good engineers aren’t always actively looking for opportunities. Staffing firms have networks to connect with candidates who aren’t actively seeking jobs but are a great fit, identifying and engaging high-caliber professionals through industry events and personal networks.
Staffing firms can refine job descriptions to attract candidates with the desired skill sets and qualities, sometimes connecting companies with high-end freelancers for part-time roles. They use industry insights to optimize job descriptions for SEO and highlight attractive aspects like innovative projects.
Understanding the need for speed, these firms prioritize efficient recruitment without compromising quality. They implement streamlined processes like consolidated interview days for faster decision-making and placement.
Viewing staffing firms as partners rather than vendors creates significant value. Companies are encouraged to choose firms that align with their values for better collaboration. For example, a firm might work closely with a company to understand its long-term strategic goals, aiding in sourcing candidates for both current and future needs.
Outsourcing recruitment to staffing firms can alleviate stress on internal managers and systems. They handle all preliminary interviews and candidate assessments, freeing up internal HR resources to focus on strategic HR initiatives instead of recruitment logistics.
In summary, partnering with staffing firms leads to more efficient, effective, and quality-focused recruitment, aligning with both the immediate needs and long-term goals of organizations in the medical device industry.
Let’s take a brief detour to introduce our own journey at Solvable Work. Over the past two decades, our team has become deeply immersed in the nuances of the plastics engineering sector, evolving into a trailblazer in recruitment. As we’ve navigated this dynamic industry, our innovative and forward-thinking approach has set us apart. So, as you reach the end of this article, we invite you to spend a few more minutes getting acquainted with us at Solvable Work. We’re more than a recruitment firm; we’re your partners in pioneering the future of plastics engineering talent acquisition.
For over 20 years, Solvable Work has been at the forefront of bridging the skills gap in the plastics engineering industry. Our extensive experience and deep network, especially in emerging hubs like India, enable us to connect the leading companies in the U.S. with top-tier talent. We not only specialize in recruiting but also in seamlessly onboarding candidates onsite, ensuring that U.S. companies experience no additional workload in the process. This comprehensive approach not only addresses the immediate recruitment needs but also contributes to the long-term growth and success of both talent and industry.
At Solvable Work, we are dedicated to service excellence in plastics engineering recruitment. We aim to go beyond just filling roles; our goal is to surpass expectations, ensuring that every match we make between clients and candidates is of the highest quality, delivering satisfaction in each placement.
We stand out by being more than just recruiters; we are partners in the success of our clients. Our deep understanding of the plastics engineering industry allows us to offer valuable insights and tailored advice, supporting the growth of your business or career. This partnership approach ensures a more integrated and supportive recruitment process.
The lasting relationships we’ve built in the industry are a testament to our success. At Solvable Work, it’s about building connections that are not just transactional but grow and thrive over time, fostering trust and shared success.
The plastics engineering sector is facing a significant labor shortage, especially in areas like CAD software, 3D modeling, and advanced manufacturing techniques. We confront this challenge with expertise and insight, understanding the need for talent that possesses both technical skills and soft skills like problem-solving and teamwork.
With over two decades in the staffing business, we have developed a keen understanding of the needs of the plastics industry. We are not just responding to trends but are leading the way in recruitment. By connecting top-tier talent with leading companies in the U.S. and emerging markets like India, we are bridging the skills gap and forging the future of the industry with recruitment strategies as advanced and forward-thinking as the field of plastics engineering itself.
We urge you to consider these two transformative strategies in your recruitment endeavors. The traditional ways of hiring are evolving, and staying ahead means adapting to these changes. By aligning compensation and career development with the aspirations of plastic engineers, and leveraging the expertise of staffing firms like Solvable Work, companies can navigate the complexities of today’s job market more effectively. Give these strategies a try, and you may find that they not only meet your immediate hiring needs but also set a foundation for long-term success in the ever-evolving world of plastics engineering.
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