CNC Machinists are considered the backbone of the metalworking industry. As technology has seen innumerable advances over the past few decades and a steady rise in high-tech and computer-based careers, we have seen a decline in the number of aspiring CNC machinists and an increase in the demand for these skilled tradesmen. Finding the ‘right’ machinist and maintaining a pipeline of potential candidates you can rely on can prove invaluable to your ability to grow your business, meet challenging deadlines and most importantly, secure future jobs and contracts. The growing divide between the need for machinists and the number of candidates entering the workforce, plus the growing number of those with experience approaching and reaching retirement age, has made the marketplace more competitive than ever. We've tapped into our network of customers – both machine shop owners, and those we serve via our education program Travers Tool For Schools – to compile the following list of five ways to find your next hire, and retain them for years to come.

1. Get Involved With Local Vo-Tech Schools:

Creating a partnership with your local Vo-Tech school via apprenticeship programs allows your shop to provide on-the-job training (OJT) in conjunction with the school’s related classroom instruction. This allows students to learn the practical and theoretical aspects of being a CNC machinist, and in essence, gives you first dibs at a relationship with new talent. Apprenticeships provide you and the students a glimpse at what pursuing a career in your shop can offer both of you. Paul R. Phelps, an educator at Tri-County Technical College states ‘’building the right relationship is the key’’ to ensure mutual needs are met. This allows the students to receive training where their interests lie and your shop to be introduced to students that are likely to pursue a career in the work your shop specializes in, increasing the potential your apprentice or intern can be your next hire. Becoming a member of your local Vo-Tech School’s Advisory Board allows you to both increase your networking ability within the school itself and also to influence the curriculum, ensuring it is keeping pace with the technology in your shop and across the industry. This helps to make certain that graduating students are ready to work and succeed on your shop floor.              

2. Support Scholarships:

Whether a monetary scholarship or a sponsored purchase of tools on a program’s supply list for distribution to a promising student, getting involved and supporting aspiring machinists can go a long way in getting your name and business recognized by local students and your community. Travers Tool, in partnership with Dynabrade, sponsors annual Metalworking Student Scholarships that provide $500 in tools for students enrolled in metalworking programs. Describing it as a “win-win”, our Marketing Director states “the scholarship details and entry information are widely shared, which has helped the company build a vast amount of brand recognition within the student community – plus, we get to support the next generation, which equates to the next generation of our customers.” Similarly, sponsoring a scholarship as a machine shop can build your brand recognition, allow you to support and encourage students as they receive their training, and potentially acquire the skill set that can position them as your next hire.

3. Post Your Open CNC Machinist Position, Everywhere:

Get the word out that you’re hiring in as many ways as possible! Whether fresh out of school and requiring training, or a seasoned professional with decades of experience – we’ve entered a very competitive landscape where either machinist is highly sought after. Be sure to think outside of the box, and while making use of job search sites like Indeed, CareerBuilder, ZipRecruiter, Dice, and Monster, or networking sites like LinkedIn, remember almost every vocational school strives to provide job placement and minimally has a job portal or board where you can post your open position as well. Post the open position on your social media and encourage your current employees to share the posting with their network. Clearly outlining the responsibilities and skill set required in your job description will also improve your ability to find the right candidate. 

4. Tap Into Your Current CNC Machinist’s Network:

Employee referral programs often allow you to find and acquire highly skilled candidates through your existing employee network. Your current machinists likely have a strong network of peers, previous classmates, and previous coworkers that might be your next hire. Incentives can motivate your best current employees to act as your best recruiters! Moreover, having a best friend at work can significantly increase an existing employee's morale and performance. Gallup pole research has repeatedly shown a link between having a best friend at work and the amount of effort an employee extends to their job, citing increases in engagement, safety and productivity and lowering both absenteeism and turnover rates.

5. Avoid Being A Stepping Stone:

High turnover rate is a common problem in machine shops, made all the more painful when a machinist resigns after years of time and training have been invested in them. Though it may seem counter-intuitive, consistently training your staff may a key component to retaining employees, as many young employees site the lack of new opportunities for growth from within, or feeling like there is 'nothing new to learn', as a reason they look for work elsewhere. Investing in your employees and making sure your shop is outfitted with the most advanced technology and tools, and that your team is equipped with the skills to use them, demonstrates that your shop intends to remain at the cutting edge and has potential to grow and evolve along with any future advances. While our expert technical support team can provide application and product selection support, utilizing programs like Tooling U-SME to both further educate staff and close the skills gap that exists between young machinists and experienced ones approaching retirement is a tactic many of our customers have implemented to launch successful training programs that have increased retention in their shops.

Also, providing your machinists the opportunity for overtime, rather than hiring new on a temporary basis when experiencing a wave of business, is a practice many of our customers note has increased retention and heightened morale amongst their employees. Budgeting for a manageable amount of OT per employee to be extended when applicable allows your team to personally experience an additional financial benefit when times are good. Moreover, it reiterates your commitment to your staff, provides them the opportunity to make more money (instead of looking for more money elsewhere), builds teamwork, and makes each more personally invested in the overall success of your shop.

Want to network with your local schools?

We can help! Our Education Program serves hundreds of schools across the country! We can put you in touch with local colleges and educational institutions that could be training your next machinist, right now!