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.