By Danny Gavin, AEM Communications Coordinator --
It’s a well-known fact that manufacturing is a key component of the rural economy – with the sector being responsible for 21% of rural private non-farm employee earnings and 14% of jobs. Unfortunately, due to transportation challenges, competition from larger cities, and a generally smaller pool of candidates with specialized skillsets, rural manufacturers consistently struggle to build a reliable pipeline of skilled labor to keep their operations afloat.
AEM member company Kondex, located in Lomira, Wisconsin, is taking a multi-pronged approach to address its own rural labor needs. Relying on everything from classic career fairs to more out-of-the-box programs involving hands-on experience, Kondex is leaving no stone unturned when it comes to attracting potential employees.
“Honestly, in rural areas it can be challenging to attract talent, because there are simply less people to pull from. We have to cast a wide net – we can’t just do one thing, like posting on a job board, and hope that our positions get filled,” said Kondex Organizational Development Leader Kelly Peterson, who presented at a recent AEM Workforce Development Committee Meeting.
Want to learn more? Participate in AEM’s open Workforce Development Committee Meetings to gain workforce insights and access to expert-led presentations.
Comprehensive Talent Strategy: A Must-Have for Rural Manufacturers
Job boards, radio ads, and social media marketing are effective tactics for recruiting, but it’s important to take a more holistic approach, especially in rural areas where candidates can be harder to attract on a consistent basis.
Kondex has made a point of growing a strong presence in its community, filling many of the gaps that traditional advertising doesn’t address. And the company isn’t just trying to make itself look good – collaborations with local charitable organizations and educational institutions are mutually beneficial initiatives that benefit Kondex and their partners alike.
“We support our local fire departments, police departments, and food pantries, which first and foremost is the right thing to do in our eyes. But it also helps get the word out about our operation, greatly helping us build a pipeline of talent,” said Peterson.
The company is involved in various educational institutions from elementary school all the way up to high school, and college systems both within Lomira and the surrounding areas.
Notable initiatives include:
- Career Connections Academy: One of Wisconsin’s largest hands-on career expos for middle school students, Career Connections hosts over 900 eighth grade students to learn about career pathways. Kondex introduces students to careers in welding and engineering, and the company has had success hiring attendees who cite the event as their first exposure to careers in the manufacturing industry.
- Farm days: Kondex is a sponsor of local farm days for younger students and provides ag ambassadors who present on agricultural careers, highlighting that it’s never too early to get involved in manufacturing education.
- Project GRILL: Growing Readiness in Learning and Leading (GRILL) is a project-based learning experience for high school students that strives to develop a strong future workforce by positively highlighting careers within manufacturing. The program teaches students the steps of taking an idea from concept through production with the end result being a fully functional grill – and Kondex has been a longstanding contributor. The manufacturer says that Project GRILL has been the most successful in building a pipeline of talent, and the company hired many students as a result of the program.
In addition, the manufacturer supports youth organizations such as National FFA Organization and the Future Business Leaders of America (FBLA), conducting mock interviews, helping students with skill-building exercises, offering job shadowing, and getting involved in national conferences. Kondex also offers tours of their facility, a surprising recruiting strategy that the company is taking full advantage of.
“A lot of students tour our facility as a part of these programs, and that’s where we’re really able to differentiate ourselves,” said Peterson. “Our facility is extremely clean, air conditioned, and well-lit. Once they go on a tour, our facility is one factor that gets them intrigued.”
Retaining, Not Just Recruiting
Far beyond recruitment, Kondex continues to focus on the employee experience. The company describes itself as small enough to maintain a tight-knit, employee-centric feeling. However, it is also large enough to have a modern facility and great benefits.
“We’re a Lomira company – our founder was born and raised in Lomira, and as a result we place great importance on taking care of our community and our employees,” said Peterson.
Dairy Month ice cream parties and annual chili cookoffs are examples of the many events that the manufacturer hosts to build camaraderie among tenured and recent employees alike. Peterson explained that when things are tough, culture can be the first initiative on the chopping block, and Kondex makes sure that culture is always emphasized as a core company value.
Coming Together with a Common Cause
While sharing the company’s current workforce tactics, Peterson highlighted the importance and value of AEM’s Workforce Development Committee in sharing ideas, and success stories just like theirs, with other member companies to help chip away at an industry-wide challenge.
“I’ve personally been a participant in the AEM Workforce Development Committee Meetings for three or four years, and I think it’s beneficial to have folks from different types of companies come together to address a common challenge,” said Peterson.
“Whether you’re located in a big city or in a small town, whether you’re a small company or a large company, we’re all struggling with the same thing. Sharing best practices, brainstorming, and sharing success stories helps us all overcome obstacles, and it’s a very supportive environment.”
All manufacturers face recruiting, and at times, retention challenges, especially in rural areas. Companies can, however, take steps to address these challenges by implementing a creative approach to recruiting, connecting with their surrounding communities, and emphasizing strong cultural values.
