Join Us for the Zimmer Biomet Open Evening in

Join Us for the Zimmer Biomet Open Evening in Oranmore

🚀 Join Us for the Zimmer Biomet Open Evening in OranmoreAre you considering a new career opportunity in Galway? We’re delighted to invite you to attend the upcoming Open Evening at Zimmer Biomet in Oranmore — an exciting opportunity to explore Product Builder roles, meet the team, and experience the site firsthand.Whether you're actively job seeking or simply curious about a career in medical device manufacturing, this event is designed to give you real insight into what it’s like to work at one of the world’s leading healthcare companies.📅 Event DetailsDate: March 12thTime: 4:30 pm – 7:30 pmLocation: Zimmer Biomet, Deerpark Industrial Estate, Oranmore, Carrowmoneash, Co. Galway, H91 AE08Pre-registration is essential and can be completed via our online registration form.What to Expect on the EveningThe Open Evening has been carefully planned to ensure every attendee gets a full experience of the role and the working environment.✔️ Welcome & Check-InUpon arrival, candidates will check in at reception and receive an ID badge.✔️ Site Tour & OverviewOur team will guide you through the facility, giving you a behind-the-scenes look at the manufacturing environment. You’ll also hear short talks about the Product Builder role and what a typical day looks like.✔️ Meet the TeamYou’ll have the opportunity to meet Supervisors and members of the hiring team, ask questions, and learn about career progression opportunities.✔️ On-the-Spot InterviewsPre-registered candidates will take part in a short interview during the evening.Successful candidates will be invited to complete a DAT assessment test, which will be issued either later that evening or the following morning.Why Attend?This Open Evening is more than just a recruitment event — it’s your chance to:Gain real insight into a global medical device companySee the working environment for yourselfUnderstand the expectations and progression pathwaysMake a strong first impression with the hiring teamTake the next step in your manufacturing careerProduct Builder roles offer stability, structured training, and the opportunity to contribute to products that genuinely improve patients’ lives worldwide.Who Should Attend?We welcome candidates who:Have an interest in manufacturing or medical devicesAre detail-oriented and enjoy hands-on workAre looking for long-term career opportunities in GalwayThrive in team-based environmentsPrevious manufacturing experience is beneficial but not essential — attitude, reliability, and willingness to learn are key.How to RegisterSpaces are limited, so early registration is strongly encouraged. Find the registration link here: https://form.jotform.com/260431710339046For more information or to register your interest, please contact:📧 [email protected] look forward to welcoming you on March 12th and helping you take the next step in your career with Zimmer Biomet.

Global Talent Barometer 2026: What Workforce Sentiment Reveals

Global Talent Barometer 2026: What Workforce Sentiment Reveals — and How Employers Can Respond with ConfidenceThe 2026 Global Talent Barometer from ManpowerGroup reveals a workforce caught between rapid technological adoption and growing uncertainty about the future. For organisations adapting to the new world of work, understanding these trends is essential — not just to attract talent, but to retain, engage, and future-proof workforces.Key Workforce Trends & Statistics1. AI Adoption Outpaces ConfidenceRegular AI usage jumped 13 percentage points to 45% of the workforce — showing how quickly AI tools are becoming part of daily work.Yet confidence in using technology fell sharply by 18 percentage points — marking the first decline in overall worker confidence in three years.While 89% of workers feel they have the skills to perform their current role, 43% fear their role could be replaced by automation within the next two years — up 5% from 2025. This “confidence gap” — where workers use AI but don’t necessarily feel skilled or confident doing so — is a critical signal for employers: adoption alone doesn’t deliver value if people feel unprepared or unsupported.2. Burnout and Well-Being Are Significant PressuresNearly 63% of workers report experiencing burnout.Stress (28%) and heavy workloads (24%) are the primary contributors to lowered worker well-being. Despite steady overall well-being scores, burnout remains widespread — undermining productivity and engagement. 3. Job Hugging Reflects Uncertainty64% of workers say they plan to stay with their current employer as they wait for clearer pathways to future skills and roles.At the same time, many employees are supplementing income or passively exploring opportunities — especially younger workers.50% of all workers supplement their primary income, rising to 68% among Gen Z, showing that retention may be tied to financial security as much as loyalty. 4. Training and Development Gaps Are Undermining ConfidenceA persistent training void shows that 56% of the global workforce received no recent training, and 57% had no access to mentorship or development support.This lack makes future skills readiness a critical risk for organisations implementing or scaling AI technologies. What These Trends Mean for EmployersThe Barometer paints a picture of a workforce that is: 🔸 Technologically capable but not necessarily confident. 🔸 Cautious about change, often “hugging” roles rather than pursuing new opportunities. 🔸 Stressed or burnt out — particularly where development and support are limited.This combination creates both risk and opportunity:Risk: Talent loss, slowed adoption of new tools, disengagement, and a widening future skills gap.Opportunity: Employers who strategically invest in people — not just technologies — can build stronger engagement, productivity, and retention.How ManpowerGroup Helps Employers Navigate These ChallengesData-Driven Talent SolutionsFrom sourcing specialised candidates to strategic workforce solutions, we bring real-world labour market insights into recruitment plans — helping you build teams that are not just capable, but confident and future-ready.The Bottom LineThe 2026 Global Talent Barometer shows that workers are ready for change — but many feel unsure about where they’re headed. Organisations that intentionally close the skills-confidence gap, support employee well-being, and build transparent pathways into the future of work will outperform those that focus solely on technology adoption.Gain Access to the Full 2026 Global Talent Barometer Report Here

ManpowerGroup Ireland Q1 2026 Net Employment Outlook Report

Ireland’s Employment Outlook Remains Strong in Q1 2026Irish employers continue to demonstrate confidence in their hiring intentions, according to the ManpowerGroup Employment Outlook Survey for Q1 2026. Despite ongoing economic uncertainty globally, Ireland has recorded a seasonally adjusted Net Employment Outlook (NEO) of 31%, placing the country fifth globally and 7 points above the global average.The survey, which gathered responses from 420 employers across Ireland, highlights sustained hiring momentum as organisations plan staffing levels for the period between January and March 2026.Hiring optimism driven by growthOverall hiring sentiment remains robust, with 43% of employers planning to increase staff, while 39% expect no change to workforce levels. Only 14% anticipate reductions, and uncertainty remains low, with just 4% unsure of their hiring plans.The outlook has increased by 2 points quarter-on-quarter and is 5 points higher than the same period last year, reflecting continued business expansion as the primary driver of hiring activity.Sector highlights: Tech leads the wayEmployment outlooks remain positive across all key industry sectors, with particularly strong momentum in:Tech & IT – NEO of 49%, the strongest of all sectorsConstruction & Real Estate – NEO of 42%, reflecting continued infrastructure and development activityManufacturing – Solid hiring intentions amid steady demandFinance & Insurance also showed notable year-on-year improvement, underlining the breadth of hiring confidence across the Irish economy.Medium-sized organisations show exceptional confidenceIrish organisations with 50–249 employees reported an NEO of 48%, representing:A 15-point increase since last quarterA 20-point increase year-on-yearThis marks the highest employment outlook ever recorded for this organisation size since tracking began in Q1 2005, positioning Ireland third globally for hiring confidence among medium-sized organisations.Regional hiring trendsAll five Irish regions expect employment growth in Q1 2026. The Ulster region stands out with the strongest outlook, while expectations have strengthened in three regions compared to both last quarter and last year.This regional consistency highlights that hiring optimism is not confined to a single location, but is evident nationwide.Ireland’s position on the global stageGlobally, Ireland continues to perform strongly, ranking behind only a small number of countries including India (52%) and Brazil (54%). With a global average NEO of 24%, Ireland’s 31% outlook reflects a comparatively resilient labour market.Balancing opportunity and riskCommenting on the findings, Jonny Edgar, Managing Director of ManpowerGroup Ireland, noted that while the Irish economy remains resilient and government spending may stimulate opportunity, risks such as inflationary pressures and reliance on multinational corporate tax revenue could impact employer confidence in the future.Nevertheless, employers continue to signal optimism as they navigate a complex economic environment.Looking aheadAs Ireland enters 2026, the employment outlook suggests steady and sustained growth rather than volatility. With strong hiring intentions across sectors, regions, and organisation sizes, employers appear cautiously optimistic — balancing expansion plans with economic realities.Download the full ManpowerGroup Ireland Q1 2026 Employment Outlook Report Here

Automotive Employers Navigate Uncertain Times

Automotive Employers Navigate Uncertain TimesThe global automotive industry stands at a crossroads in 2025, shaped by profound technological change, shifting consumer behaviors, and the relentless pace of business disruption. As automakers adapt to the evolving landscape—marked by slowing but still significant electric vehicle (EV) adoption, complex trade dynamics and the growing influence of artificial intelligence—workforce trends are emerging as both a challenge and the key to future competitiveness. Drawing from the latest industry research and expert interviews, I’d like to explore the major workforce trends and hurdles employers are facing, and the opportunities that lie ahead for building a resilient, future-ready automotive workforce.Growing Impact of Global Trade PolicyFew factors have impacted the automotive workforce more dramatically in 2025 than the ongoing uncertainty around global trade policies. According to the Automotive World of Work 2025 Outlook, an overwhelming 91% of automakers report that trade policy ambiguity is directly influencing their hiring plans. Automotive industry employers are staying cautious with most saying they will keep Q3 2025 headcount flat (45%), some hiring (38%), and a handful anticipating a decrease (15%) in Q3 2025.We're also hearing this as we speak to our Tier 1 supplier and original equipment manufacturer (OEM) automotive clients. The lack of visibility regarding market trends and policy agreements has caused many to pause recruitment for new roles. So instead of bold expansion, they are focused on retaining and upskilling their current talent. Slowing EV Growth Spurs InnovationElectric vehicle (EV) adoption is still expanding, but 2025 marks a period of recalibration. The automotive industry saw global EV sales surpass 17 million units in 2024, growing by 25%. China led with 11 million units sold, while growth in the U.S. slowed to 10% (from 40% the year before). For 2025, global EV sales are forecasted to exceed 20 million, making up more than one in four new cars sold worldwide.Yet, the growth trajectory is less steep than before, particularly in Europe and North America. As government subsidies wane and economic uncertainty persists, both automakers and consumers are adopting a “wait and see” approach. When we speak with our clients, they share some reasons why. Most early adopters already have EVs. And with average new vehicle prices still near historic highs, many consumers are keeping their vehicles longer. In fact, the average age of passenger cars in Europe is now 12.5 years. At the same time, OEMs are seeing growing EV competition from Chinese nameplates, particularly in developing markets. The good news is that this competition is spurring innovation. For example, Ford is investing$2 billion to reinvent some of its assembly lines to reduce EV production costs. These changes will continue to drive the need for a skilled and agile workforce. Hybrid Technologies and the Rise of “Hybrid Skills”Hybrid vehicle sales are surging as an interim solution while the world transitions to full electrification. In the U.S., 60% of EV sales in 2024 were hybrid, and in China, 30% of new car sales were plug-in hybrids. But this isn’t the only important hybrid trend in the automotive industry today. Limited resources and growing business needs are increasing the importance of workers with a hybrid skillset. For example, automakers worldwide tell us Operations & Logistics (30%), Engineering (24%)and Manufacturing & Production (21%) are the most difficult hard skills to find. At the same time, they say soft skills such as Ethical Judgment, Customer Service, and Team Management (all at 29%) are highly valued and difficult for AI to automate. Software-Driven Transformation and AutomationThe automotive industry is rapidly transitioning toward software-defined vehicles (SDVs), where features and functions, like Wi-Fi capabilities and self-driving, are managed primarily by pay-to-use software. By 2030, companies like Stellantis and General Motors expect to generate over $20 billion annually from subscription-based services. This “software first” mindset is not only changing product development but also has far-reaching implications for workforce composition.Factory floor workers are seeing their roles change as AI-driven process automation expands into areas like production forecasting and predictive maintenance.AI is being deployed to optimize manufacturing and maintenance, delivering faster, more reliable processes.However, this comes with a degree of workforce anxiety. Nearly half (42%) of automotive employees worry that advancing technology could make their roles obsolete within two years. Upskilling, continuous learning, and thoughtful change management are essential to support employees through times of disruption. The Talent Crunch: Recruitment, Retention, and ReskillingDespite uncertainty, the need for skilled talent remains acute. Most automakers (74%) still struggle to find the skilled talent they need, and an aging workforce is exacerbating the problem. In the U.S. alone, 10,000 Baby Boomers (those born between 1946 and 1964) reach retirement age every day, and 72% of automotive employers worry about the impact on their HR strategies.At the same time, when we speak with clients, they admit it’s not necessarily an industry that is still very attractive for young people. With frequent headlines about crises, plant closures, and headcount reductions, they understand why more effort is needed to recruit young skilled technical talent. This is why they are working to attract more women and diverse talent to the sector to expand the size of prospective talent pools. Opportunity Amidst DisruptionWhile the challenges are significant, the disruption also creates opportunity. The current business uncertainty has opened access to a broader pool of skilled workers, and “buy low and develop” hiring strategies may allow bold employers to secure top talent. New business models, such as recurring revenue from software-enabled services, could create $1.5 trillion in new opportunities by 2030, according to McKinsey.Forward-thinking business leaders are leveraging skills mapping and global talent sourcing—especially for remote-capable roles—to build more resilient organizations. Continuous learning is no longer optional; it is a prerequisite for success in this era of rapid change.Our 2025 Automotive World of Work report explores how automakers will navigate the balance between tradition and innovation, caution and transformation, challenge and opportunity. Employers must strike a delicate balance—investing in new skills and technologies that will define the future, while supporting and reskilling their existing talent base.Article originally written by Julien Matalou, Global Vice President, Consumer Goods & Automotive for ManpowerGroup Global.

Partner with ManpowerGroup Ireland: Connecting Talent with Opportunity

Partner with ManpowerGroup Ireland: Connecting Talent with OpportunityIn today’s fast-changing world of work, finding the right talent — or the right role — can be challenging. At ManpowerGroup Ireland, we bridge that gap. As part of a global leader in workforce solutions, we work every day to connect exceptional people with outstanding companies, driving success for both employers and job seekers.🌍 Trusted by World-Renowned ClientsWe’re proud to partner with some of the most respected and recognisable brands in the world, delivering tailored recruitment solutions that meet their evolving workforce needs. Our long-standing relationships are built on trust, results, and a deep understanding of our clients’ industries and goals.🏭 Opportunities Across Multiple IndustriesWhether you’re a company looking to build your team or a candidate seeking your next opportunity, our expertise spans a wide range of sectors, including:ManufacturingPharmaceuticalAccounting & FinanceSupply Chain & LogisticsTechnologyEngineering …and more.This breadth allows us to match talent with roles that truly fit — from entry-level positions to highly specialised technical and professional roles.💼 Why Companies Choose UsAccess to Top Talent: We connect businesses with skilled, vetted candidates who are ready to make an impact.Tailored Recruitment Strategies: From contingent staffing to permanent placements, we provide solutions that align with your hiring goals.Scalable Workforce Solutions: Whether you’re growing rapidly or need flexible support, we adapt to your needs.Industry Expertise: Our specialist consultants understand your sector, ensuring a seamless recruitment experience.🚀 Why Candidates Work with UsExclusive Roles with Leading Brands: Gain access to opportunities you won’t find elsewhere.Personalised Career Support: Our dedicated recruiters guide you through every step — from application to onboarding.Opportunities to Grow: We offer roles across multiple industries and levels, giving you the chance to build the career you want.A Trusted Partner: With decades of experience in Ireland, we’re here to help you succeed long term.🤝 Let’s Build the Future TogetherWhether you’re an organisation searching for the best talent or a candidate ready to take the next step, ManpowerGroup Ireland is your trusted partner. Together, we help shape a future where businesses thrive and people have meaningful, rewarding work.📩 Get in touch today to learn more about how we can support your hiring or career goals.

The Benefits of a People-First Approach in the Age of Automation and Sustainability

The Benefits of a People-First Approach in the Age of Automation and SustainabilityIn the dynamic, fast-paced, and constantly changing landscape of today's global business world, the secret to a company's success lies not solely in strategic planning or advanced technologies. Instead, it rests predominantly on the people who make up the organization. It is a company with a committed workforce at its core, who are driving innovation, enhancing efficiency, and guiding the company towards growth, that will be able to prosper and advance in such an environment.When an organization acknowledges and appreciates the inherent value its employees bring to the table, it fosters a culture that celebrates individual strengths, encourages collaboration and teamwork, and continuously seeks excellence in every endeavor.The Rise of the Specialists: Building a Future-Ready WorkforceThere’s no denying that the landscape of work is undergoing a seismic shift, driven by groundbreaking advancements in Artificial Intelligence (AI), machine learning, automation, and sustainability. In this dynamic environment, companies are increasingly seeking a new kind of talent: the specialist.These are individuals with deep expertise in specific areas, the problem-solvers who can navigate the complexities of a changing world. Imagine a team of cybersecurity experts adept at safeguarding businesses in the digital age, or sustainability specialists pioneering solutions for a greener future.At Manpower, we recognize the importance of talent specialization in driving success in the new world of work. Our talent agents and recruiters have deep knowledge and expertise in the sectors and roles they serve, allowing them to truly understand the unique skills and requirements of each position. They stay up-to-date with the latest industry trends and in-demand roles, ensuring they can effectively match the right talent to the right opportunities. This focus on specialization enables us to meet the evolving needs of our clients and help them build the skilled workforce they need to thrive in today's competitive landscape.Specialization isn't just a trend; it's a strategic advantage. Companies that cultivate a specialized workforce are better equipped to:Embrace change: With specialists at the helm, businesses can adapt to emerging technologies and market shifts with greater agility.Drive innovation: Diverse specializations bring together a wider range of expertise, fostering creative solutions and groundbreaking ideas.Enhance efficiency and productivity: Specialized teams tackle complex tasks with greater speed and accuracy, maximizing their impact.Yet, the rise of specialization doesn't diminish the value of well-rounded skills and adaptability. It's about finding your niche and developing a deep understanding of a particular field. This journey can be incredibly rewarding, offering:Career fulfillment: Specializing allows you to become a true expert, mastering your craft and contributing meaningfully to your chosen field.Increased demand: Specific skillsets are highly sought-after in today's job market, opening doors to exciting opportunities.Lifelong learning: Being a specialist fosters a love for continuous learning, keeping you at the forefront of your field.Whether you're a job seeker honing your skills or a business leader building your team, there's an opportunity to thrive in this evolving landscape. By fostering a culture of specialization and continuous learning, we can all contribute to building a future-ready workforce.Embracing the Future: A People-First ApproachAs we navigate the most transformative workforce changes of our lifetime, where the only limit is the extent of our imagination, we must never lose sight of the true catalyst behind our success – our people.Encouraging creativity, out-of-the-box thinking, and innovative problem-solving is crucial for the success and longevity of any organization. Empowering team members to challenge established norms, think critically, and value collaboration and diversity of thought creates an environment more likely to generate innovative ideas that can drive the organization forward. Prioritizing personal and professional growth leads to individual development, job satisfaction, and overall productivity. Building a culture of trust, respect, and empowerment encourages dedication to delivering high-quality work and achieving exceptional results.Together, we have the power to build a future where the ingenuity of our people illuminates the path forward, where innovation and collaboration are the currency of success, and where the unrelenting force of human potential reshapes the very fabric of what we believe to be possible.Welcome to the future of work – a future driven by people.

Ireland Leads Europe in Hiring Optimism for Q4 2025

Ireland Leads Europe in Hiring Optimism for Q4 2025Ireland has emerged as the most optimistic country in Europe for hiring in the final quarter of 2025, according to the latest ManpowerGroup Employment Outlook Survey. With a Net Employment Outlook of +29%, Irish employers are showing remarkable confidence as the year draws to a close.This strong outlook reflects more than just seasonal uplift — nearly half (49%) of employers report that their hiring is driven by business growth, rather than replacement. It’s a clear sign that Irish businesses are investing in expansion and planning for a strong year ahead.Key Highlights from the Q4 2025 ReportGrowth-driven hiring: 49% of employers are hiring to support business growth.Sector hot spots: IT and Pharma continue to dominate staffing growth, reinforcing their role as engines of Ireland’s economy.Regional strength: Employers in Munster lead the country in confidence, closely followed by Dublin.Talent challenge: While 70% of employers consider their hiring processes efficient, attracting qualified candidates remains the number one challenge.Company size matters: Large organisations (250+ employees) are the most optimistic about hiring plans.Retention focus: Employers are prioritising work–life balance as the leading strategy to retain key staff.A Positive Outlook, With Challenges AheadThe strong hiring sentiment shows Ireland’s economy is in a growth phase, but the difficulty in attracting qualified candidates underlines a persistent challenge. Companies will need to continue adapting their strategies — whether through flexible working, reskilling initiatives, or stronger employer branding — to secure the talent they need.As 2025 heads into its final quarter, Ireland stands out in Europe as a leader in hiring optimism, setting the stage for continued momentum into 2026.Download the ManpowerGroup Ireland Q4 2025 Net Employment Outlook Report Here

Gen Z at Work: Building the Future of Manufacturing

Gen Z at Work: Building the Future of ManufacturingThe future of manufacturing is looking up. According to our Q3 Net Employment outlook report, there has been an increase of 24% for NEO for the Manufacturing industry in Ireland. Now with a NEO standing at 38%, it is the most competitive industry in Ireland for hiring. Although there is a positive projection for hiring within this industry, there is still a massive talent shortage at 82% for these skills. Gen Z to the Rescue?The youngest generation of workers, Gen Z, may not typically pick manufacturing as their top job destination. According to McKinsey, 47% of Gen Z respondents claim to be interested in working in manufacturing, but they have concerns about the industry’s image and outdated perceptions of the types of jobs available.Instead of working on an assembly line, a role in today’s manufacturing environment is more likely to involve a variety of activities, from operating advanced machinery, analyzing real-time data, maintaining digital records, and ensuring top-tier quality control.Communicating this reality is job one for manufacturing employers.What’s Different About Gen Z?Our Global Talent Barometer report surveyed the attitudes and opinions of workers and divided the responses by industry, role, and age group. In it, Gen Z men and women reported the highest level of stress of any age group, and Gen Z men reported the lowest level of job satisfaction.Disillusionment with jobs –Half of Gen Z workers say their 9 to 5s have a negative impact on their mental health (49%) according to a recent study. An even larger number (60%) describe traditional 9 to 5 jobs as “soul-sucking,” with 43% saying they have no desire to work a traditional 9 to 5 job at all. They’re not afraid to walk away either: 30% have quit a jo because their employer has not taken action on an issue of importance to them.Mental health issues –In a joint Gallup/Walton Family Foundation report, just 15% of 18- to 26-year-olds rate their current mental health as excellent. In contrast, 52% of this age group rated their mental health as excellent in 2013. Depression is also growing among this age group. Young adults under 25 are twice as likely to experience depression as those over 25.Better work/life balance –7 out of 10 Gen Z workers say that they prioritize family and relationships over career. Some of this attitude may have been formed during the pandemic. Gen Z has likely seen parents or older siblings work from home during Covid-19 and may have never worked in a physical office themselves. Research has shown that a flexible schedule is important to this age group, with one of many studies, revealing that 71% of young job seekers are more likely to apply for jobs with a flexible schedule.Interestingly, however, this same study found that only 14% of students and new grads wanted a job that was fully remote. They recognize the value, both personally and professionally, that comes with in-person work.How to Attract Gen Z to Manufacturing Jobs1. Emphasize Technology and InnovationGen Z, born between 1997 and 2012, is the first truly digital-native generation. They have grown up with technology at their fingertips and expect their workplaces to reflect this. Employers should portray the manufacturing workplace as an exciting environment populated by advanced technologies such as automation, artificial intelligence, and IoT (Internet of Things). This is known as creating an employer value proposition.2. Offer Career Development and AdvancementGen Zers are highly focused on bettering themselves. According to LinkedIn Learning, this generation outpaces all other age groups when it comes to a passion for career-focused learning.One report found that 80% of Gen Z workers would prefer a job that allows them to explore many new skills over one that requires them to focus on a single task.Manufacturing companies can attract Gen Z by offering clear career paths, mentorship programs, and ongoing training to help them develop new skills and advance in their careers.3. Focus on Health and Well-beingMental and physical well-being go hand-in-hand, but mental health is frequently glossed over. With Gen Z, a focus on mental health is more important than ever. In addition to including mental health resources as part of your employee benefit package, there are informal measures you can adopt to address well-being.Allow employees to take mental health days to unplug and lower stress levels. It's well known that work-related stress impacts job performance, productivity, work engagement, and communication.Consider a holistic health and wellness program (think gym memberships, guided meditation sessions, yoga, fitness challenges, etc.)Institute basic, organization-wide prevention strategies, such as ensuring workload and working conditions are in line.This step is crucial for employers to address. A three-year U.K. study found that those in their early twenties are more likely to be out of work due to ill health than those in their early forties. This finding marks a significant shift from the long-standing trend where older age groups were more prone to unemployment due to (physical or mental) health issues.4. Promote Work-Life Balance and FlexibilityFlexibility and work-life balance are not only highly valued by Gen Z, they can enhance mental health and well-being.Here are some measures to consider:Implement flexible shift scheduling, permitting employees to choose their start and end times within a given range. This flexibility can help accommodate personal commitments like childcare or commuting preferences.Allow employees to swap shifts with each other, subject to managerial approval. This can help employees manage personal appointments or family responsibilities without taking time off.Offer creative workweek options like four 10-hour days or three 12-hour days, allowing employees to have longer weekends or more days off during the week.5. Highlight Purpose and MeaningGen Z workers are motivated by purpose and meaning in their work. They want to know that their job has a positive impact on society and the environment.In a Deloitte report, 86% of Gen Zers said that a sense of purpose is key to job satisfaction. Manufacturing companies can appeal to this preference by emphasizing their commitment to sustainability, ethical practices and community involvement.6. Foster a Diverse and Inclusive WorkplaceDiversity and inclusion are important values for Gen Z. Nearly two-thirds of Gen Zs and millennials (63%) believe business has the ability to influence social equality. But in ManpowerGroup’s report, The New Human Age, 68% of Gen Z workers say they’re not satisfied with their organization’s progress in creating a diverse and inclusive work environment. The focus on diversity is only natural for a generation where 48% identify as racially or ethnically diverse.To Sum it UpBy understanding and addressing the unique expectations and priorities of Gen Z, manufacturing companies can create a workplace that resonates with this generation. Embracing technology and innovation, offering career development, promoting work-life balance, highlighting purpose, fostering diversity, and enhancing engagement are key strategies to attract this valuable generation.How Manpower Can HelpFrom finding skilled talent to onsite team management to the latest industry insights and research, we see all parts of the manufacturing talent ecosystem. Find out what we can do for you.

Webinar Alert - People Centric Outplacement for Meaningful Career Transitions

Invitation to our Outplacement Best Practice Webinar - Wednesday Sept 3rdRight Management, part of the ManpowerGroup, are hosting a special career transition webinar on Wednesday September 3rd at 12pm. Undergoing a reduction in force, layoff or redundancy process takes its toll on everyone involved—from those at risk of transition to your retained employees. While nearly every organisation undergoes some form of change on a regular basis, less than 20% find their efforts delivered the hoped-for value in the time planned. To discuss the various aspects of client and candidate supports we are delighted to be joined by two very special speakers for this talent solutions webinar. Lauren Messing formerly the Head of Employee Relations at Takeda will be discussing her previous work with Right Management as part of her former company's business restructuring in Ireland. Lauren will also be sharing her own experiences of being a candidate on her recent executive career transition journey. We will also delighted to be joined by our colleague Nicola Rundle from Right Management Europe to discuss her experiences in working with enterprise programs and latest best business practices. Key Webinar Takeaways for attendees will include: Outplacement best practices and how to run an efficient career transition program What supports employees really want Real life case study and the learnings from an enterprise delivery program A candidate outplacement insight experience and some personal take aways Reasons for delivering and investing in outplacement programs What to look for in an outplacement partner Career transition under the hood from a 2025 perspective Q & A where we can answer any questions participants have.