Employees

In the first part of this series we analyzed the aging, skilled labor market and the trend of older employees leaving the workforce, which can have a detrimental impact on industries, including the printing business, that depend on knowledge and expertise. “That kind of brain drain . . . could put a little more pressure on companies to figure out ways to hang on to older workers,” believes Michael Madowitz, director of macroeconomic policy at Equitable Growth.

We also suggested ways to recruit younger employees to the print sector. Enlist the help of outsiders, such as industry consultants, to work with state agencies and educational institutions. This strategy can be one smart move for printing companies trying to overcome a negative image of their industry in the minds of young people.

The printing business is awash in advanced technology and automation. One can walk around the trade shows to observe software and equipment everywhere that handles many of the tasks formerly dependent on experienced printing professionals. Automation enables printing companies to produce more work in less time and at lower costs. But that doesn’t eliminate the need for skilled humans to envision solutions, monitor progress, and include new technology in efficient workflows. And legacy equipment still in use at most print facilities will require educated operators.

For quite some time this industry will need talented individuals dedicated to keeping print a viable and valuable means of communicating information-and that’s a problem.