Manufacturers face a growing challenge: finding the talent needed to stay competitive in an environment defined by rapid technological change, shifting supply chains and evolving customer expectations. The build-buy-borrow (BBB) approach can help close workforce gaps while managing costs and risk. By understanding how and when to apply each element of this approach, you can make smarter staffing decisions.
The skills gap isn't new for manufacturers, but the introduction of artificial intelligence (AI) and other "smart" technologies is making it more apparent and problematic. Training current employees on these tools usually requires significant time and investment and diverts employees from other work. These conditions demand a comprehensive staffing strategy to reduce slowdowns and improve productivity.
The BBB approach's three "legs," or tactics, create a strategic framework that supports a stable workforce:
1. Build. The "build" leg involves establishing a reliable internal pipeline of qualified candidates for the jobs that are essential to your core daily operations (for example, machine maintenance technicians). A pipeline ensures you have employees available when needed, rather than having to scramble to find someone qualified.
You build the pipeline through initiatives such as training and education, special assignments, and job rotation or cross-training. Recognizing employees as they upskill — by giving them greater responsibility and higher pay — can also help retention.
On the downside, this tactic can be time-consuming. Developing talent can also increase costs in the short term, though the long-term payoff should make it worthwhile.
2. Buy. The "buy" leg refers to acquiring capabilities by hiring new employees who already possess the skills or experience your organization needs. This tactic is often used when a company must address a gap that can't be filled through internal training in a reasonable timeframe.
For example, manufacturers adopting advanced technologies — such as robotics, data analytics, additive manufacturing or AI-driven quality control — may find that their existing workforce lacks specialized technical expertise. Rather than investing months or years in developing those skills internally, companies may choose to recruit experienced engineers, automation specialists, data scientists or supply chain analysts who can begin contributing almost immediately.
However, buying talent also comes with downsides. Recruiting experienced professionals can be costly and competitive, particularly in fields where skilled workers are in short supply. New hires may also require time to adapt to the company's culture, processes and systems. For this reason, many manufacturers evaluate the long-term return on investment when deciding whether to buy talent or pursue other options within the build-buy-borrow approach.
3. Borrow. The "borrow" leg is crucial when you need someone now. Staffing agencies, independent contractors and consultants generally can step in immediately. You spare yourself the hassle of the traditional hiring process and have the agility to scale up or down quickly.
Borrowing a worker is especially advantageous when it would cost you more to leave a role temporarily vacant. For example, consider borrowing if your existing employees are working extra hours to cover a vacant position, leading to overtime expense and potentially jeopardizing safety due to fatigue. Borrowing may also make sense if the vacancy forces downtime at your plant.
You'll have to train the borrowed workers on your specific processes and procedures. If you pair them with experienced workers, though, you can foster collaboration and expand the internal knowledge base.
In recent years, some manufacturing companies have added another B to the BBB approach — bots. They're turning to AI and automation to help with certain kinds of work.
Bots are well-suited to, for example, perform repetitive tasks and analyze mountains of data for actionable insights. The goal isn't to replace human workers but to deploy them more effectively and efficiently and make better use of uniquely human characteristics.
With all the changes in today's manufacturing environment, the labor shortage and skills gap seem unlikely to abate soon. Adopting the BBB approach can help you stabilize your workforce. Contact us if you have questions.
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