1. SHRM Survey Findings: The Ongoing Impact of the Recession—Manufacturing Industry
September 25, 2013

2. Introduction
These are the Manufacturing industry survey findings about the ongoing impact of the U.S. and global recession, which began in This is the third year that SHRM has conducted this study, and data are reported for 2010 and 2011 where possible. The results are reported in the following sections:
Skill gaps.
Recruiting challenges.
Recruiting strategies.
Industry-specific results will be reported separately for each of the following industries:
Construction, mining, oil and gas.
Federal government.
Finance.
Health.
High-tech.
Professional services.
State and local government.
Overall and California results can be found on our website at
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

3. Skill Gaps
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

4. Key Findings: Skill Gaps Manufacturing Industry
What basic skills/knowledge gaps do job applicants typically have? The most common basic skills/knowledge gaps are mathematics (57%), writing in English (46%), reading comprehension (41%) and English language (spoken) (34%).
What applied skill gaps do job applicants typically have? The top five applied skill gaps are critical thinking/problem solving (59%), professionalism/work ethic (41%), leadership (37%), teamwork/collaboration (35%) and written communication (31%).
What types of jobs are the most difficult to fill? The top five most difficult positions to fill are scientists (92%), engineers (88%), high- skilled technical (87%), skilled trades (82%), and managers and executives (80%).
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

5. In general, what basic skills/knowledge gaps do job applicants have in your industry? Manufacturing Industry
Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

6. In general, what applied skill gaps do job applicants have in your industry? Manufacturing Industry
Note: Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

7. How easy or difficult has it been to fill the following job categories for full-time, regular positions? Manufacturing Industry
Note: This figure represents “Somewhat difficult” and “Very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. Data are not provided where the sample size is less than 20.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

8. How easy or difficult has it been to fill the following job categories for full-time, regular positions? (continued) Manufacturing Industry
Note: This figure represents “Somewhat difficult” and “Very difficult” responses. “Not applicable” responses were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question. Data are not provided where the sample size is less than 20.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

9. Recruiting Challenges
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

10. Key Findings: Recruiting Challenges Manufacturing Industry
Is it difficult to recruit for positions requiring new and different skill sets? More than three-quarters (78%) of organizations reported that it is somewhat or very difficult to recruit for completely new positions or positions with new duties added that required new and different skill sets. This is similar to what was reported in 2011 (72%) and an increase from 43% in 2010.
Is recruiting for specific jobs difficult in the current labor market? The majority (79%) of organizations currently hiring full-time staff indicated that they were having a difficult time recruiting for specific job openings, an increase from 68% in 2011.
Why are organizations experiencing difficulty hiring qualified candidates? About one-half of organizations indicated that candidates did not have the right skills (54%) or the right work experience (46%) for the job. Twenty-eight percent reported that qualified candidates were not within their salary range or hourly range rate, and one-quarter of organizations cited competition from other employers (24%) and a low number of applicants (24%).
Are organizations facing global competition for applicants for hard-to- fill jobs? Fifteen percent of organizations believe they are facing global competition for qualified applicants for jobs they are having difficulty filling, a decrease from 27% in 2011.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

11. For the new full-time, regular positions being created by your organization that require new and different skill sets, how easy or difficult do you think it will be or has been thus far to find qualified individuals for those positions? Manufacturing Industry
Note: Percentages may not total 100% due to rounding. Only respondents whose organizations were hiring full-time staff for positions with “new duties added to jobs lost” or “completely new positions” that required either “a mixture of new skills and the same types of skills” or “completely new and different skills” were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

12. Comparisons by industry Comparisons by industry
For the new full-time, regular positions being created by your organization that require new and different skill sets, how easy or difficult do you think it will be or has been thus far to find qualified individuals for those positions?
Comparisons by industry
The health industry is more likely than the construction, mining, oil and gas; high- tech; manufacturing; and professional services industries to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.
State or local governments are more likely than the manufacturing industry to indicate it will be or has been somewhat easy to find qualified individuals for new full-time positions.
Comparisons by industry
Health (54%)
>
Construction, mining, oil and gas (27%)
High-tech (23%)
Manufacturing (20%)
Professional services (28%)
State or local government (40%)
The manufacturing industry is more likely than the health industry to indicate it will be or has been somewhat difficult to find qualified individuals for new full-time positions.
Comparisons by industry
Manufacturing (63%)
>
Health (40%)
Note: Only statistically significant differences are shown.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

13. In general, in the current labor market, is your organization having a difficult time recruiting for specific jobs that are open in your organization? Manufacturing Industry
n = 253
n = 346
Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were currently hiring full-time staff were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

14. Comparisons by industry
In general, in the current labor market, are you having a difficult time recruiting for certain types of full-time, regular positions that are open in your organization?
Comparisons by industry
Although there is recruiting difficulty across all industries, certain industries are experiencing more difficulty than others.
The high-tech and manufacturing industries are more likely than the federal government, finance, health and state or local government industries to be having difficulty recruiting for certain types of full-time, regular positions.
The construction, mining, oil, and gas and professional services industries are more likely than the federal government and state or local governments to be having difficulty recruiting for certain types of full-time, regular positions.
The finance and health industries are more likely than state or local governments to be having difficulty recruiting for certain types of full-time, regular positions.
Comparisons by industry
High-tech (82%)
Manufacturing (79%)
>
Federal government (50%)
Finance (66%)
Health (65%)
State or local government (52%)
Construction, mining, oil and gas (74%)
Professional services (70%)
Note: Only statistically significant differences are shown.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

15. What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time, regular positions? Manufacturing Industry
Note: n = 268. Percentages do not total 100% due to multiple response options. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

16. What are the main reason(s) that your organization experiences difficulty in hiring qualified candidates for full-time, regular positions? (continued) Manufacturing Industry
Note: n = 268. Percentages do not total 100% due to multiple response options. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

17. Do you believe that your organization is facing global competition (i
Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs? Manufacturing Industry
n = 148
n = 240
Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

18. Comparisons by industry
Do you believe that your organization is facing global competition (i.e., competition from other countries) for talent for hard-to-fill jobs?
Comparisons by industry
Organizations in the high-tech industry are more likely than those in the finance, health, manufacturing, professional services and state or local government industries to believe that they are facing global competition for talent for hard-to-fill jobs.
Organizations in the construction, mining, oil, and gas and federal government industries are more likely than those in the finance, health and state or local government industries to believe that they are facing global competition for talent for hard-to-fill jobs.
Organizations in the manufacturing industry are more likely than those in the finance and state or local government industries to believe that they are facing global competition for talent for hard- to-fill jobs.
Organizations in the professional services industry are more likely than those in state or local governments to believe that they are facing global competition for talent for hard-to-fill jobs.
Comparisons by industry
High-tech (33%)
>
Finance (5%)
Health (6%)
Manufacturing (15%)
Professional services (14%)
State or local government (4%)
Construction, mining, oil and gas (22%)
Federal government (22%)
Note: Only statistically significant differences are shown.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

19. Recruiting Strategies
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

20. Key Findings: Recruiting Strategies Manufacturing Industry
What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? The most common strategies reported by organizations are expanding advertising efforts (49%), collaborating with educational institutions (48%), using social media to find passive job seekers (43%), expanding the search region (41%) and training existing employees to take on the hard-to-fill positions (37%).
Have organizations been hiring workers from outside the U.S. for jobs that have been difficult to fill? Twenty-four percent of organizations have hired workers from outside the U.S. Another 9% are considering or have plans to hire workers from outside the U.S. This is similar to findings in 2011.
Have organizations been hiring U.S. veterans for jobs that have been difficult to fill? Three out of five (60%) organizations reported hiring U.S. veterans, an increase from 44% in Another 16% are considering or have plans to hire veterans in the next 12 months.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

21. What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? Manufacturing Industry
Note: n = 268. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

22. What strategies is your organization using to deal with recruiting challenges for full-time, regular positions? (continued) Manufacturing Industry
Note: n = 268. Percentages do not total 100% due to multiple response options. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

23. Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill? Manufacturing Industry
Note: Percentages may not equal 100% due to rounding. Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

24. Comparisons by industry
Has your organization hired any workers from outside the United States in an attempt to staff key jobs that have been difficult to fill?
Comparisons by industry
The high-tech industry is more likely than the construction, mining, oil and gas; federal government; finance; health; manufacturing; professional services; and state or local government industries to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs.
The construction, mining, oil and gas; health; manufacturing; and professional services industries are more likely than state or local governments to have hired workers from outside the U.S. in an attempt to recruit for hard-to-fill jobs.
Comparisons by industry
High-tech (50%)
>
Construction, mining, oil and gas (26%)
Federal government (16%)
Finance (16%)
Health (29%)
Manufacturing (24%)
Professional services (24%)
State or local government (11%)
Note: Only statistically significant differences are shown.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

25. Has your organization hired any U. S
Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill? Manufacturing Industry
Note: Respondents who answered “don’t know” were excluded from this analysis. Only respondents whose organizations were having a difficult time recruiting for certain types of jobs were asked this question.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

26. Comparisons by industry
Has your organization hired any U.S. veterans in an attempt to staff key jobs that have been difficult to fill?
Comparisons by industry
The federal government is more likely than the finance, health, high-tech, manufacturing and professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
The construction, mining, oil, and gas and state or local government industries are more likely than the finance, high-tech and professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
The manufacturing industry is more likely than the finance and professional services industries to have hired U.S. veterans in an attempt to recruit for hard-to-fill jobs.
Comparisons by industry
Federal government (87%)
>
Finance (40%)
Health (57%)
High-tech (47%)
Manufacturing (60%)
Professional services (43%)
Construction, mining, oil and gas (70%)
State or local government (71%)
Note: Only statistically significant differences are shown.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

27. Demographics
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

28. Demographics: Organization Sector Manufacturing Industry
Note: n = 437. Percentages do not total 100% due to rounding.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

29. Demographics: Organization Staff Size Manufacturing Industry
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

30. Other Demographics Manufacturing Industry
Is your organization a single-unit organization or a multi-unit organization?
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
Single-unit organization: An organization in which the location and the organization are one and the same.
30%
Multi-unit organization: An organization that has more than one location.
70%
U.S.-based operations only
45%
Multinational operations
55%
n = 442
n = 446
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
What is the HR department/function for which you responded throughout this survey?
Multi-unit headquarters determines HR policies and practices.
31%
Each work location determines HR policies and practices. 6%
A combination of both the work location and the multi-unit headquarters determines HR policies and practices.
63%
Corporate (companywide)
49%
Business unit/division
18%
Facility/location
33%
n = 334
n = 333
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

31. SHRM Survey Findings: The Ongoing Impact of the Recession—Manufacturing Industry
Survey Methodology
Response rate = 17%
471 randomly selected HR professionals from the manufacturing industry in SHRM’s membership participated in this survey.
With small sample sizes, the response of one participant can affect the overall results considerably; this should be noted when making interpretations of the data, particularly when interpreting small percentage differences.
Survey fielded August 28-September 14, 2012
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

32. About SHRM Research
For more survey/poll findings, visit
For more information about SHRM’s Customized Research Services, visit
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Project leader:
Tanya Mulvey, researcher, talent management & workforce skills, SHRM Research
Project contributors:
Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, Survey Research Center, SHRM Research
Yan Dong, Intern, SHRM Research
Copy editor:
Katya Scanlan, SHRM Knowledge Center
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013

33. About SHRM
The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.
The Ongoing Impact of the Recession—Manufacturing Industry ©SHRM 2013