The struggle to recruit skilled workers is a recurring concern within the UK manufacturing industry. Earlier this year an EEF report revealed that three-quarters of manufacturers have struggled to recruit skilled workers in the last three years. This doesn’t reflect the situation at FANUC UK, who receives in excess of 50 applications for every vacancy and over 30 for most apprenticeship posts we advertise, says Andy Armstrong, UK Sales and Marketing Manager.
“At FANUC we believe that our success in attracting young engineering talent can be attributed to our longstanding commitment to engage with local schools, colleges and universities. Open days, internships and work experience placements, combined with social media activities and attendance at career fairs have all helped to remove the stigma that manufacturing is a low paid, unexciting and mundane work environment.
“Our view is that young people today view engineering pathways within the automation sector as an enticing career with stability and long term prospects,“ says Andy.
For many applicants, apprenticeships are regarded as a cost effective way to undertake training and gain professional qualifications. Significant investments by the government and well-established career institutions like SEMTA have helped to shake off the historic perceptions of apprenticeships among young people. That said, I do think young people struggle to gain impartial advice and it’s not consistent throughout the UK. Consequently, students are not always well informed about their options. Local enterprises are left to shape their own local provision, so the responsibility very much falls at the feet of employers themselves.
Brexit has naturally created uncertainty for employers with regard to the apprenticeship levy, and this may deter employers from offering a programme in the future. What’s more, Alan Johnson, head of Labour In for Britain, warned that around 50,000 manufacturing apprenticeships in the UK are dependent on exports to the EU. If we suffer a prolonged recession during the negotiation, we may very well see apprenticeship numbers fall. Creating even more skills shortages.
From a business perspective, recruiting school leavers bring loyalty, fresh ideas and enthusiasm, highlights Andy. FANUC has offered a comprehensive apprentice and degree student ‘sandwich year’ programme for over two decades. The apprenticeship programme started in 1997 and in this time more than 16 apprentices have spent up to four years learning all aspects of the business and have been encouraged to progress academically.
Students from local universities also receive high levels of support with over 10 internships at FANUC UK. They typically work in product design or 3D simulation, but if interested in specific areas, such as marketing or software, FANUC endeavours to accommodate. These students often apply to join the company after completing their academic studies.
Illustrating the value of companies collaborating with local training providers, FANUC’s most recent apprentice James Bailey was introduced to the company by Midland Group Training Service (MGTS). Before his interview invite, James had no prior knowledge of the company. He explains: “What enticed me was the little yellow robot which was instantly recognisable within the letter head. From this point on I knew this was the place I wanted to work. I worked hard to impress and successfully earned my place within FANUC as an apprentice.” James was selected over 25 other applicants, which he claims made him feel immensely proud and valued.
In order to attract and retain the very best talent within the industry, there needs to be close alignment between the education system, future business agendas and the local economic labour market needs, comments Andy. For example, if you examine the labour market statistics in the Midlands area where FANUC is based, production contributes as much as 38% of the regional economy, with the manufacturing-related services sector a key area for future growth. It also has one of the largest concentrations of precision-based SME components manufacturers and skilled craft industries within the EU. Because of this concentration, FANUC has a big stake in the region and is continuing to invest with a major move to a new state of the art facility at Ansty Park, Coventry early next year.
“Interaction with robots from an early age is a great way to get future recruits excited about STEM subjects, and building this awareness and understanding is the first step in developing the robotics engineers of tomorrow,” says Andy. Last year, FANUC hosted visits from schools, colleges and universities. The company has also loaned equipment out to schools running open days in the past, and supported these interactive displays with careers guidance and information.
Training and workplace variety are equally important for workforce retention, claims Andy. There’s even been research to suggest that this is more important to some people than monetary rewards. To help reduce turnover of staff, FANUC offers an extensive rewards and remuneration package. “As an organisation we encourage creativity and innovation and this means offering additional perks and job satisfaction to discourage them from looking elsewhere.”
Apprentice James Bailey agrees: “My job role includes all aspects of engineering, and I have been involved in a variety of projects and fabrications. My daily job role is to look after standalone robots. This includes the retrofitting and commissioning of robots. I have also been involved in servicing and commissioning work on site for injection moulding and robot incorporating manufacturing systems. My aim is to develop into a multi-skilled technical and service engineer for the ROBOSHOT (injection moulding) department. Hopefully after a few years developing my skills in this area to a professional standard, I will be given the opportunity to step up into a managerial role in applications and projects. Eventually becoming a respected senior member of the FANUC team.”
