{"id":2968,"date":"2015-04-08T12:00:00","date_gmt":"2015-04-08T12:00:00","guid":{"rendered":"https:\/\/mpulse.cloud.fruitionqa.com\/how-can-i-promote-the-maintenance-profession-to-attract-talented-employees-blog\/"},"modified":"2025-07-30T06:30:42","modified_gmt":"2025-07-30T06:30:42","slug":"attract-employees","status":"publish","type":"post","link":"https:\/\/mpulsesoftware.com\/blog\/maintenance-management\/attract-employees\/","title":{"rendered":"How Can I Promote the Maintenance Profession to Attract Talented Employees?"},"content":{"rendered":"

In my last post, I discussed ways to find good employees for your maintenance positions. In this post, I\u2019ll identify some bigger issues that contribute to the current employment climate, and how maintenance managers can make a difference for everyone in the field.<\/p>\n

Manpower Group<\/a> recently surveyed more than 1,000 U.S. employers, and found respondents had difficulty filling open positions for skilled trades positions because candidates lack technical competencies\/hard skills (48 percent); candidates lack workplace competencies\/soft skills (33 percent); and because of a lack of\/no available candidates (32 percent).<\/p>\n

Those numbers aren\u2019t likely to surprise any maintenance manager. But what can we do about it? I believe maintainers are often our own worst enemy because we do not promote our profession. In this blog I\u2019ll identify some of the problems and offer some suggestions for change.<\/p>\n

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