With the PCB sector facing recruitment challenges, Fineline explains how training, opportunity and more helps retain employees, benefiting customers and the business
Whilst recruitment has been a decade-long concern for PCB companies, the pandemic and generational expectations have intensified the challenge. Lockdowns and ‘work from home’ caused people to question whether their job and employer remained the right fit. Expectations of flexibility, creativity and purpose mean more people are seeking diverse careers.
PCBs remain a growth industry, offering opportunities for people starting their careers or wanting a change. It’s no secret many employees are maturing, with 25 per cent retiring over the next decade. This offers great career progression.
Millennials and Generation Z possess valuable technology skills and knowledge but seldom consider employment in the PCB sector. PCB companies must recognise this and adapt their recruitment strategies.
Fineline has maintained strong employee retention through flexibility, competitive salaries, remote working, referral and company performance related bonuses, a great working environment, plus environmental responsibility and local community support.
Fineline looks beyond qualifications and experience to soft skills including passion for learning, adaptability and initiative. Fineline’s training programs mean people with the right attributes can be coached to the required technical, service and commercial skill levels.
Recognising this, Fineline has invested in a head of global training and learning to support this process. The company is recruiting for the long term and understands that investment in people is crucial for its future success.