8 Tips for Hiring the Right Manufacturing Talent

Manufacturing companies are hiring in a changing market. Reshoring is bringing more production back to the U.S., automation is changing the work people do, and many companies are competing for the same skilled workers.

The challenge is not just finding people. It is finding people with the right skills, getting them interested in the role, and moving quickly enough to hire them.

BLS projects nearly 1 million openings in production occupations each year, on average, from 2024 to 2034, largely because workers are leaving these occupations and need to be replaced. At the same time, some manufacturing roles are changing as companies invest in automation and new technology.

So what can manufacturing companies do to attract the people they need?

1. Get clear on the role first

Before you write the job description, get clear on what you actually need.

Start with the work this person will be doing, the skills they need, the requirements that really matter, and what success should look like.

Ask:

• What will this person actually do every day?

• What equipment, systems, or processes will they work with?

• What skills do they need to do the job?

• Which requirements are essential, and which can be learned?

• What problems will they be expected to solve?

• What should they accomplish in their first six months or first year?

• Why are you hiring for the role in the first place?

This step is easy to skip. A company may start with a generic job description, post it, and begin the search. A few weeks later, the hiring team realizes the person needs experience with a particular machine, process, or manufacturing environment that was never included in the posting.

Now the requirements have changed. The job description has to change, and the search may need to start over.

Getting clear on the role first helps you know what you are actually looking for before you start looking for candidates.

2. Write a job description that reflects the real job

Once you know what the role actually needs, put that information in the job description.

A manufacturing candidate should be able to read the posting and understand what they will be doing, what environment they will work in, and what you expect from them.

Include details such as:

• The equipment and systems they will use. Name the machines, software, ERP systems, or processes instead of saying “experience with manufacturing equipment.”

• The shift and schedule. Put this near the top so candidates know what they are signing up for.

• The physical requirements. If the job requires standing for long periods, lifting a certain amount of weight, or working in a specific environment, say so.

• The team and work environment. Give candidates some idea of the plant, the team they will join, and who they will work with.

• What success looks like. Tell candidates what you expect them to accomplish in the role.

A vague job description creates problems on both sides. Good candidates may skip it because they cannot tell whether the job is a fit. Others apply without really understanding the role, and you end up spending time interviewing people who were never right for it.

3. Get everyone on the same page before the search starts

Before you post the job, get the hiring manager, HR, and other key decision-makers together. Go through the role point by point and make sure everyone agrees on what you are looking for.

• Agree on what the person needs to accomplish

• Separate requirements they must have from skills you can train

• Confirm the pay range is approved

• Decide who will make the final hiring decision

This matters because requirements tend to change once the search is underway.

Someone realizes the candidate needs a different skill. The pay range turns out not to be approved. A new requirement gets added halfway through the process.

When that happens, the search can quickly go back to the beginning. Getting everyone on the same page before you start saves time later.

4. Check pay against the current market

Manufacturing wages can change quickly. A pay range that worked a year ago may no longer be competitive in your area.

Before you open the search:

• Check current wage data for the role and region

• Look at what nearby plants and competitors are offering

• Make sure the range matches the experience you are asking for

• Review the range again if the search stays open for an extended period

Candidates compare offers. If your pay is below the market, strong candidates may turn down the offer, or you may struggle to get qualified people into the process in the first place.

5. Reach candidates who are passive

If you rely mainly on job postings and active candidates, you are reaching only part of the talent market. Research from LinkedIn has found that roughly 75% of the global workforce is made up of passive candidates, meaning they are employed and not actively looking for a new job.

That matters in manufacturing because many of the people you want most are already working. A skilled maintenance manager, manufacturing engineer, production supervisor, or machinist may be doing well where they are and have no reason to spend their time applying to jobs. But they may still consider the right opportunity if someone reaches out to them.

To reach more of the talent market:

• Ask your employees for referrals

• Build relationships with people in the local manufacturing community

• Reach out directly to qualified candidates who are already working

• Work with a recruiter who already has relationships in the market

• Keep in touch with strong candidates even when you do not have an opening for them

Job postings are still useful, but they should not be your only source of candidates. If most of the people you want are not actively applying, you need a recruiting strategy that reaches them where they are.

6. Be willing to train for the right aptitude

You will not always find someone who has every skill on your list. When that happens, look at what the candidate can bring and what you can teach.

For some manufacturing roles, mechanical aptitude, reliability, problem-solving ability, and a willingness to learn can be more valuable than having experience with one specific machine.

You can then build the skills they are missing through:

• Structured on-the-job training

• Mentoring from experienced employees

• Cross-training

• Apprenticeships for specialized roles

If you would have to train an experienced candidate on your equipment and processes anyway, someone with the right aptitude may be worth considering.

7. Plan for the workforce you will need next

Hiring for today's openings is only part of the problem. Manufacturing companies also need to think about who will have the skills to run their operations five or ten years from now.

Experienced employees are retiring, while new equipment and automation are changing the skills plants need.

BLS projects 16% growth in industrial machinery mechanic jobs from 2024 to 2034. These workers are increasingly important as manufacturers adopt automated equipment that still needs to be maintained and repaired. 

Start by looking at:

• Who on your team is approaching retirement

• What knowledge they have that others may not

• Which skills you will need as your equipment and processes change

• Who you can start training now

Do not wait until an experienced employee gives notice to start thinking about knowledge transfer. Start preparing the next person while that experience is still inside the company.

8. Move quickly when you find the right person

Good manufacturing candidates usually have options. If you find someone who fits the role, do not let the hiring process become the reason you lose them.

• Schedule the next interview quickly

• Get feedback from the hiring team within a day or two

• Have the pay range and approvals ready

• Keep the candidate updated throughout the process

The longer the process takes, the more opportunities the candidate has to move on to another company.

Bringing it together

Hiring manufacturing talent starts before you post the job. Know what you need, write a job description that reflects the actual work, make sure your pay is competitive, and reach candidates who are not actively looking.

The companies that do this well are not just filling today's openings. They are building a workforce that can keep up with changes in manufacturing, from automation to reshoring.

And when you need to reach that talent quickly, working with a manufacturing recruiting firm like SCOPE can help you reach candidates who may never see your job posting.

FAQs

How do you attract skilled manufacturing talent?

Start with a clear job description, competitive pay, realistic expectations, and a hiring process that moves quickly. Companies should also reach passive candidates through referrals, direct outreach, and manufacturing recruiting firms rather than relying only on job postings.

Where can companies find skilled manufacturing workers?

Companies can find manufacturing talent through employee referrals, local manufacturing networks, industry associations, direct outreach, and specialized manufacturing recruiters. These channels can reach candidates who are already employed and may not be applying to jobs.

Why are manufacturing jobs difficult to fill?

Many manufacturing companies are competing for a limited pool of experienced workers. Retirements, changing technical requirements, automation, and competition between employers can make it difficult to find candidates with the right combination of experience and skills.

How do you recruit passive manufacturing candidates?

Passive candidates are usually reached through direct outreach, referrals, professional networks, and recruiters with existing relationships in the manufacturing market. The goal is to introduce the opportunity rather than wait for the candidate to find and apply to the job.

Should manufacturing companies use recruiters to find talent?

A manufacturing recruiting firm can help companies reach passive candidates, identify qualified professionals, and manage the search process. This can be especially useful for specialized or difficult-to-fill manufacturing roles.

What should a manufacturing job description include?

A strong manufacturing job description should clearly explain the responsibilities, equipment or systems involved, shift and schedule, physical requirements, required skills, work environment, and what success looks like in the role.