Production Specialist Metal and Skilled Worker Shortage: Causes, Statistics and Solutions
Where have all the skilled workers gone? Everything used to be great here: machines hummed, production specialists in metal practiced their trade, and the German economy ran like clockwork. But today? Today the alarm bells are ringing. Why? Because skilled workers are lacking everywhere – especially in metal production.
The production specialist in metal is extremely important in this business. Without them, nothing works! But where do we get all the skilled workers from? The skills shortage is hitting Germanyhard, and not just in large companies. Medium-sized companies, small firms - everyone is suffering.
In this article we look at why this is the case, who is affected and how we can get the problem under control. A look abroad could also help us. Skilled workers from abroad? Yes, that would be an idea!
What we discuss in this article:
- The metallic magic of production professionals.
- The Role of the Metal Production Specialist .
- Skilled Labor Shortage: Causes and Effects
- Measures to combat the shortage of skilled workers
- Skilled workers from abroad – Plan B.
- Sustainability in the metal industry: How green can metal be?
- Onboarding for production specialists from abroad
- Flexibility and shift models: The future of working hours in the metal industry
- The Role of Artificial Intelligence in Qualification Matching
- Digitalization and Industry 4.0 in the metal sector: Robots (partially) take over the helm
- Cultural Changes and Their Impact on Workforce Dynamics
- Virtual Reality (VR) for the Training of Specialists
- Zeitarbeit International: Overcoming the Skilled Worker Shortage Together.
The metallic magic of production professionals
The metal industry in Germany is no small number - we are talking about the basis of our entire economy. In the 19th century, Germany experienced the industrial revolution. Since then, metal production has been irreplaceable. Today, it supplies everything for the automotive industry, mechanical engineering and construction.
This is where the metal production specialist comes into play. These professionals bend, cut and weld everything they can to produce important components. Without them, German industry would only be half as brilliant. Whether it's a screw, bolt or housing - the metal production specialist knows how to do it. They ensure theproduction quality, increase efficiency and ensure that everything runs like the German transport system.
The Role of Metal Production Workers
In short: Without the metal production workers, many of the products we use every day would not be possible. The tasks are varied:
- Metalworking: Cutting, milling, drilling – the metal professionals know what they're doing.
- Quality control: Is everything as stable and precise as it should be? If so, thumbs up!
- Maintenance: Machines need to be maintained, and that's part of the job.
But these skills don't just fall from the sky. Training to become a production specialist usually takes two years. Newcomers start with around 2,000 euros a month, but it can be even more. Those with experience can earn up to 3,150 euros a month. What are comparable professions? The industrial mechanic or the tool mechanic have similar skills.
The shortage of skilled workers – the mystery of the missing talents
You could almost say that the skills shortage is like a crime thriller: skilled workers are disappearing and companies are at a loss. There is a particular shortage of metal production specialists. Germany needs them, but they are hard to find. According to the Federal Employment Agency, there is currently a huge imbalance between supply and demand. In numbers: thousands of vacancies and too few applicants.
What are the reasons for this crisis? Well, the "older generation"are gradually retiring. The young people? They prefer to choose jobs in IT, where air conditioning and pizza delivery are standard. The metal industry often cannot keep up. In addition, digitalization is creating new challenges, and who wants to spend all day welding when they could also program?
Statistics such as those from the DIHK (German Chamber of Industry and Commerce) show that the need for qualified metal workers is growing, while the number of available skilled workers is decreasing. This development is putting a strain on companies. Products are not finished on time, costs are rising and the competition is not sleeping. A challenge that also requires creative solutions.
Skilled Labor Shortage: Causes and Effects
What is the reason? Reasons for the shortage of skilled workers What is behind it? The shortage of skilled workers has many reasons:
- Demographic change: The baby boomer generation is retiring.
- Lack of interest: Young people are more attracted to more modern jobs with air conditioning and flexibility.
- Technological changes: Anyone who works with metal today often needs digital skills.
- Competition: Industries such as IT attract with better conditions and salaries.
And so companies search in vain for new talent. But maybe things can still be turned around?
Skilled Labor Shortage in Germany – Statistics
The skilled labor shortage in Germany affects numerous sectors, including the metal industry. According to Statista, around 42.8 percent of German industrial companies reported a shortage of qualified personnel in 2022.
This bottleneck is now also leading to production delays, increased labor costs and quality problems.
The reasons for the shortage of skilled workers:
- Aging workforce: Many experienced professionals are retiring without sufficient young talent coming in to replace them.
- Low interest among young people: Jobs in the metal sector are less popular among school leavers.
- Technological change: Digitalization requires new qualifications that are not always available.
To counteract this, companies are taking various measures:
- Training programs: Intensification of the training of production specialists.
- Retraining: Further training of existing employees for new technologies.
- International recruitment: Recruitment of skilled workers from abroad.
Statistical data and further information on the shortage of skilled workers in the metal industry can be found at Statista.
The search for solutions: measures against the shortage of skilled workers
Here's good news: There are solutions! Many companies and the government are doing everything they can to combat the skills shortage:
- Early training: Inspiring young people to pursue technical careers.
- Partnerships with schools: Show how exciting metal can be in the classroom.
- Support programs: The government offers financial support for qualification measures.
- Use of technology: Automation and robotics can help fill the gaps.
These measures are crucial to ensuring a steady supply of young talent in the long term and to alleviate the shortage of skilled workers. But is that enough?
Skilled workers from abroad - Plan B
There is another solution: Skilled workers from abroad! Especially in countries like Poland, Romania and India there are qualified workers who are ready to come to Germany. The advantages? Immediately deployable skilled workers from abroad and fresh perspectives. The challenges? Language barriers, integration problems and of course bureaucracy.
But those who overcome these challenges could soon have an international team in the company. Because, as already mentioned, diversity often brings innovation.
Here's more about the search for production specialists in the metal industry (many more skilled workers are being poached than ever before):No more skilled workers? This is how the metal industry is countering!
Gamification in Recruitment and Training
Gamification - or how to bring the game into working life! Gamification in recruitment and training is no longer just a trend, but has proven to be an effective tool for attracting young talent and making training programs in the metal sector more exciting. Imagine young metal production specialists learning by mastering playful challenges, collecting points and constantly improving. Here are a few highlights of how gamification works:
- Attractive entry: The introduction of learning games based on real work scenarios makes learning technical skills interesting and accessible right from the start.
- Reward systems: By collecting points or unlocking new "levels", learners are motivated to delve deeper into the subject matter.
- Awaken a competitive spirit: Small competitions in the learning environment create incentives to acquire knowledge faster and achieve better results.
- Promote teamwork: Multiplayer or group challenges promote team spirit and prepare the production specialists in metal to work together in an industrial environment.
Gamification allows you to combine the serious metal industry with adventure. This leads to a learning environment that not only imparts knowledge, but also increases the fun factor and attracts young talent.
Sustainability in the metal industry: How green can metal be?
Sustainability - the word sounds almost too light for the difficult business of the metal industry. But believe it or not: nowadays there is environmental protection with welding equipment and drilling machines. Companies are increasingly relying on recycling metals in order to save raw materials and reduce the burden on the environment. An example? Old metal parts are melted down and reused as new material - a clever win-win situation!
But that's not all. Many production facilities are now relying on renewable energies to reduce their carbon footprint. Instead of coal, the plant may now even be powered by solar or wind energy. This may sound like science fiction in metal production, but there are already factories that have taken this path. In addition, some companies are investing in water treatment plants and trying to reduce water consumption in production.
What's the point of all this? Sustainable companies attract young talent who value environmentally friendly employers. The future production specialists in metal are committed and motivated to lead the industry into a greener future. The salary also plays a role: Sustainable companies often offer fair wages and benefits such as job tickets or travel allowances to reduce commuting.
Onboarding for production specialists from abroad
A good start is half the battle - even in the metal industry. But how do you ensure that new production specialists feel comfortable and can get started right away? Onboarding makes the difference. The first few days and weeks often determine whether an employee identifies with the company in the long term.
What does good onboarding look like? First, there is a structured introduction in which new employees learn about the production processes, safety precautions and quality standards. Then a mentor is often assigned to help with all questions - from how to use the machine to the best coffee break. This creates a feeling of belonging.
The onboarding program in metal production often goes beyond just "This is your workplace". There is targeted training, and some companies even offer mini-workshops to teach digital skills. This makes the new specialists feel valued and integrated. Good induction not only has a positive effect on satisfaction, but can also influence salary: those who arrive quickly and settle in have better chances of further development and more earnings. This approach generally applies to all companies and is better in the metal industry than in many other industries.
Flexibility and shift models: The future of working hours in the metal industry
Shift work in metal production is no picnic - but anyone who thinks that there are only the classic early, late and night shifts is wrong. Many companies now have innovative shift models that offer skilled workers more flexibility. Flexibility is a highly sought-after commodity, and young metal production specialists in particular are increasingly looking for solutions that enable a better work-life balance.
Here are some models used in the metal industry:
- Short week, long days: Work four days, but have longer shifts. This option gives employees more days off, ideal for leisure activities.
- Rotation models: Here, shifts are changed in blocks, e.g. two weeks of early shift, two weeks of late shift. This way, the body is not overloaded by constant changes.
- Flexible weekly planning: Some companies offer the option of planning shifts in advance so that personal appointments and wishes can be taken into account.
- Part-time shift models: An option for professionals who need more flexibility or have family obligations.
All of this makes the metal industry more attractive for skilled workers and helps to alleviate the skills shortage. Incidentally, flexibility is often also linked to a salary that offers bonuses for night shifts and weekend work. Good shift planning can therefore improve both well-being and earnings.
The Role of Artificial Intelligence in Qualification Matching
Artificial intelligence (AI) is no longer just something from science fiction films. In modern recruitment AI helps to precisely match the skills of applicants with the requirements of the metal industry. How does it work? AI systems analyze applicant data to filter out the best talent - without any personal bias.
Today, production specialists often have complex qualification profiles, and the right match is becoming increasingly difficult. This is where AI comes into play. It evaluates CVs, compares skills and suggests suitable candidates. This speeds up the recruitment process and finds specialists who are a good fit for the position, not just on paper but also in practice.
AI in recruitment is not only efficient, it also saves time and money. AI-supported tools enable companies to find skilled workers that really fit the job more quickly and precisely. The metal industry is on the threshold of a new type of recruitment - with AI as an assistant and companion.
Digitalization and Industry 4.0 in the metal sector: Robots (partially) take over the helm
In the metal industry, digitalization has long since arrived and is changing the way work is done. Foreign Production employees today have to deal with networked machines, sensors and big data. What does that look like in concrete terms?
The first is that machines communicate with each other. Using sensors and artificial intelligence, systems report when they need maintenance or when wear and tear is occurring. This is called predictive maintenance – and saves huge amounts of costs and downtime. Specialists no longer have to guess when machines need a break, but are notified automatically.
The next step would be for production planning to be optimized using algorithms that calculate exactly how resources are best used. This saves material, time and - of course - money. And who benefits from this? The production specialists for metal who work in a digital environment and are up to date with the latest technology. This means they can expect a higher salary. Those who think digitally and are adept at using new technologies have the best chances of getting higher positions and more responsibility.
Here you can find out more about how people are protected from dangers and pollutants through digitalization, as well as what automation in the metal industry will look like in the future: FUTURE OF THE METAL INDUSTRY
What is the impact of home office on roles in manufacturing?
Remote work has revolutionized the world of the office. But what does it look like in the metal industry? Can production professionals also work from home? The answer is: in most cases, no. Manufacturing is still an area that requires physical presence. Machines must be operated, maintenance carried out on site and products manufactured in the work area.
But remote work also has an impact on the metal industry. Administrative tasks or certain planning processes can now be done remotely. In addition, the requirementsof work change when employees can work more flexibly. Remote work promotes digital skills, and companies must prepare for the fact that production specialists demand more flexibility. The challenge is to combine the best of both worlds: physical presence in production and flexible work for tasks that can be done remotely.
Cultural Changes and Their Impact on Workforce Dynamics
Social change has a major influence on the careers young people choose. Expectations and values have changed significantly in recent years. While a secure job used to be the most important thing, today aspects such as work-life balance, self-fulfillment and social responsibility are in the foreground. The younger generation is not just looking for a job, but for meaningfulnessin their work.
This represents a new challenge for the metal industry. The classic idea of a "hard job in the workshop" is less attractive to many young people. In order to combat the skills shortage, companies must adapt their employer brand and show that meaningful work is also being done in the metal industry. Companies that focus on environmental protection, social responsibility and ethical production can appeal more to young people. It is about repositioning the industry and showing that as a metal production specialist you can actively contribute to shaping the future.
Virtual Reality (VR) for the Training of Specialists
Imagine entering a production hall - without leaving your home! Virtual reality (VR) makes exactly that possible and offers a fascinating opportunity to train skilled workers for the metal industry. With VR headsets, learners can train in realistic scenarios and master dangerous situations safely. Here are some advantages of VR in training:
- Immersive learning environment: VR makes it possible to immerse yourself directly in the working world and operate complex machines before actually touching them.
- Making mistakes is allowed: In the virtual world, mistakes are not a disaster. Learners can practice and correct mistakes without taking risks.
- Increase safety: VR helps to train dangerous scenarios and increase safety in real operations.
- Cost-efficient: No expensive machines or materials are damaged because everything takes place in virtual reality.
By using VR, training in metal production becomes more modern, safer and more cost-effective – and, at the same time, a real experience for the learners.
Mental Health and Wellbeing in Manufacturing
Mental health is becoming increasingly important in many areas, and this also applies to the metal industry. Working as a metal production specialist is demanding: high levels of concentration, physical exertion and often a tight schedule. All of this can put pressure on employees' mental health. Companies that care about the well-being of their specialists therefore have clear advantages.
Focusing on mental health is no longer a luxury, but a necessity. Companies can help keep their employees healthy by offering stress management programs, psychological counseling, and relaxation rooms. This support not only increases productivity, but also promotes employee retention. Satisfied employees who feel valued stay longer and work with more motivation.
Global talent mobility and its challenges
In times of globalization, talent mobility is an important issue. Attracting skilled workers from other countries can be a solution to the skills shortage. But how do you manage to attract these talents and integrate them successfully? The key lies in preparation and adapting to cultural differences.
Companies in the metal industry need to create an atmosphere that welcomes international talent. This means breaking down language barriers, promoting cultural sensitivity and providing clear structures for integration. However, the process is not easy and presents challenges. Some of these are legal requirements and the recognition of foreign qualifications.
Global talent mobility is bringing a breath of fresh air to the metal industry, but it also requires flexibility and openness from companies. Those who successfully integrate these talents can build a more diverse and innovative workforce.
Conclusion
The problem is big, but the opportunities are there. With new ideas, international specialists and digital know-how, the metal industry can meet the challenge. Of course, the skills shortage will not disappear overnight, but with the necessary determination and the right strategy, companies can strengthen their teams and make them fit for the future.
And who knows? Perhaps the production specialist for metal will soon become one of the most sought-after professions in Germany again - or at least one that will be passed on to the next generation.
Zeitarbeit International: Overcoming the Skilled Worker Shortage Together
We at Zeitarbeit International know that the skills shortage in the field of metal production specialists is a challenge for many companies. Finding the right people at the right time can sometimes be like looking for a needle in a haystack. But that's where we come in. With our experience and our comprehensive services, we are exactly the partner that companies need to successfully overcome this bottleneck.
How do we support you? We offer a variety of solutions - from targeted recruitment to successful integration. Whether you are looking for qualified specialists from within the country or want to take advantage of the opportunities offered by the international labor market: We accompany you step by step. Our expertise ranges from the careful selection of applicants, to the management of labor migration, to support with all bureaucratic processes so that your new employees can start quickly and smoothly in Germany.
We also focus on sustainable integration. It is important to us that your new specialists fit into your team not only technically, but also culturally and socially. With targeted integration programs we ensure that international specialists feel at home with you - and contribute to the success of your company with full motivation and commitment.
Why should you work with us? Because we are not just intermediaries, we are partners. We understand the challenges posed by the shortage of skilled workers and do everything we can to offer you the right solutions. Together we create a strong team and pave the way for a successful future.
Let’s work together to get the metal industry back on track – with highly qualified production specialists who will strengthen and advance your company.