In an age of increasingly complex technology in manufacturing, the relationship between humans and
robotics feels undefined. Do humans have what it takes to help companies scale? Or is automation the
way of the future? There\u2019s a big (and growing) elephant in the room–and it can be summed up in one
question: will automation eventually replace humans? The short answer is yes and no. Setting aside cost
and feasibility (which is a conversation for another day), let\u2019s take a realistic look at automation in the
manufacturing industry.<\/p>\n\n\n\n
\u25cf Indecision. To be frank, it’s a jobseeker\u2019s market. Top candidates are in demand, so employers
According to an analysis<\/a> of US Bureau of Labor Statistics figures done by McKinsey & Company, there is
the potential to automate up to 60% of manufacturing work–especially in areas like data collection, data
processing, and predictable physical tasks. Think of responsibilities like putting doors on cars, pulling
materials in warehouses, running calculations on productivity, and more. But what about the rest of the
work?<\/p>\n\n\n\n
Despite this being a hot topic today, it isn\u2019t a new one. To increase efficiency, technology has been
replacing humans in the workplace for centuries. In fact, Time.com<\/a> cites a study claiming that
approximately 400,000 jobs were lost to automation in factories between 1990 and 2007.<\/p>\n\n\n\n
But there\u2019s another side to this coin. Let\u2019s take a simple example: Amazon. According to Vox.com<\/a>,
Amazon has more than 200,000 robots in its network of warehouses. That means fewer jobs for humans,
right? Wrong. CNBC<\/a> reports that Amazon has more than 750,000 full-time employees–up from 34,000 in 2010. This simple example illustrates a key equation for manufacturers: automation increases production capacity, and increased production capacity requires more humans to support it.<\/p>\n\n\n\n
Now let’s look at high- and mid-skilled manufacturing jobs. Computer modeling<\/a> reveals the same sort of
equation: an increased number of industrial robots requires an increased number of high- and middle-skill workers to collaborate with them. Some examples of middle-skill occupations<\/a> include customer service representatives, maintenance and repair workers, stock clerks, and administrative assistants. And high-skill occupations<\/a> include electricians, computer operators, and machinists.<\/p>\n\n\n\n
Finally, let\u2019s look at the professional occupations in manufacturing that support labor jobs. Again, we still need humans–especially in management, expertise, and interfacing. Think of people like a Human
Resources Director, Materials Buyer, Marketing Strategist, and more. That\u2019s a lot of work–which equals a lot of jobs. If we stick with the US Bureau of Labor Statistics figures mentioned above, then this means that approximately 40% of jobs in manufacturing require people.<\/p>\n\n\n\n
Now that we understand the need for humans in manufacturing, we need to ask ourselves the next
question: where do we find all of these humans? The answer to this question is complicated. As you
probably know already, hiring dependable employees who fit your company\u2019s culture and can perform effectively can be a big challenge. This is where PeopleLift comes in.<\/p>\n\n\n\n
We believe that step one in solving the hiring problem is to identify flaws<\/a> in current hiring practices:
\u25cf Poor job descriptions. It\u2019s easy to find a job description–just Google it. But responsibilities like
\u201cworking on teams\u201d and \u201ccommunicating effectively with colleagues\u201d don\u2019t actually tell a jobseeker
anything concrete about the employer\u2019s expectations.<\/p>\n\n\n\n
must act quickly. In fact, Entrepreneur<\/a> reveals that approximately a quarter of candidates turned
down a job offer because the employer didn\u2019t act quickly enough.
\u25cf Unrealistic expectations. Employers often set their sights on the ideal candidate–and are only
willing to consider applicants who check all the boxes. Unfortunately, this eliminates candidates
who may be hard workers, fast learners, and have the potential to smoothly transition into a role.
\u25cf Low pay. The same Entrepreneur article reports that 29.7% of job seekers turned down an offer
due to low pay. And in this jobseeker\u2019s market, candidates are able to say \u201cno\u201d to a lower-paying
job with the knowledge that there are other opportunities out there.<\/p>\n\n\n\n