Can’t Find Skilled Workers? How to Restructure Job Requirements to Attract More Talent

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Finding good workers is a major challenge for many companies today in warehousing, logistics, and manufacturing. Even though millions of people are in the job market, many companies still struggle to fill important roles. Often, the problem isn’t that there aren’t skilled workers available—it’s that the way jobs are described and the requirements set in those postings keep many good candidates from applying.

The Rising Talent Gap

An industry CEO from Nebraska recalls how easy it was to find workers. Back in the 1990s, he said all he had to do was put an ad in the newspaper, and a skilled welder would show up. But now, he says he’s “desperate for workers” and would hire “10 to 15 welders in a heartbeat” if he could find them.¹

Stories like his are common all across the country. Over 65% of U.S. manufacturers say their biggest challenge is finding and keeping skilled workers.² A recent study by Deloitte and The Manufacturing Institute also shows that the trend could continue, and by 2033, about 1.9 million manufacturing jobs might go unfilled.³

This talent crunch isn’t limited to factories. Jobs in shipping and transportation are also hard to fill. For example, there was a shortage of 80,000 truck drivers in 2023. If nothing changes, that number could double by 2030.⁴

This talent gap affects every level of the workforce. Manufacturers say they can’t even fill good-paying entry-level jobs—let alone find people for specialized positions.⁵

Are Rigid Job Requirements Part of the Problem?

For a long time, job ads have listed many strict requirements. Some are official, like college degrees or background checks. Others are more physical, like being able to lift a certain weight. These rules are usually meant to keep workers safe or ensure their qualifications. But sometimes, they make it harder for good people to get hired.

Take drug testing, for example. Many companies still follow a zero-tolerance policy, even for marijuana. But with legalization in many states, this could exclude too many applicants. Amazon found that testing for marijuana was shrinking its applicant pool by up to 30%.⁶ In response, they dropped marijuana testing for most roles in 2021 and encouraged delivery partners to do the same— this helped increase job applicants up to 400%.

Another issue is job ads that ask for very specific work experience. For example, someone who’s worked in logistics for years might be great at a job in a factory, but if the ad says, “You need five years in the car industry,” they might not even be considered.

David Astles, a supply chain expert with over 30 years of experience, says some industries only want to hire people already working in their field.⁷ He calls this “cliquey” and says it’s hard to show your skills when you’re not already part of the group. But when people from other industries get the chance, they often do well. “You can teach anyone about the industry,” he says. “What you can’t teach is passion, drive, and the will to use what they know.”

Rethinking Job Requirements: Practical Steps to Refresh Your Hiring Approach

Want to beat the old way of screening? Here are some practical steps to help you refresh your hiring approach and attract more skilled workers:

1. Rethink Job Requirements to Focus on Skills That Matter

Many companies still use old job descriptions filled with too many requirements—some of which may no longer matter. Before you post a job, especially one that’s been hard to fill, take a moment to review it. Go through each requirement and ask yourself: “Do we really need this, or is it just a nice-to-have?”

It helps to separate “must-haves” from skills that can be learned on the job. If a license or certification is required before someone can start, say so directly. But for other skills, be upfront about your willingness to train.

For example, if you’ve listed several software programs or certifications, consider which ones are necessary from day one. If some can be learned on the job, consider removing them or saying, “Experience with X is preferred—we’ll train you.” This shows you’re flexible and lets people know they don’t have to be perfect to apply.

2. Consider Potential Rather Than Educational Attainment

More employers are starting to move away from strict education requirements. Instead of asking for a four-year degree for every role, they’re looking at what a person can actually do.

A recent survey found that 55% of U.S. companies dropped degree requirements for some roles in 2023,⁸ especially entry- and mid-level jobs. The goal? To get more applicants and improve diversity. Many skilled people haven’t gone to college, and degree rules were unintentionally pushing them away.

Being flexible with education and experience opens the door to veterans, self-taught workers, and people with non-traditional backgrounds. This doesn’t mean lowering your standards—it means recognizing that skills come in many forms.

For example, someone without a degree might have a strong certification or hands-on training. A person without warehouse experience might have done well in a fast-paced restaurant job, showing they can work under pressure, follow instructions, and be a team player. In the long run, these kinds of skills often matter more than a diploma.

3. Use Inclusive Language and Tone

Small changes in wording can make a big difference. For example, using “you” (“You will lead a team of packers to ensure orders go out on time”) is more inviting than using third-person language like “The candidate will…”. It helps the reader picture themselves in the role.

Consider eliminating corporate jargon or overly formal language in your job posting—especially if you’re trying to reach younger job seekers who value clarity and authenticity.

Also, be mindful of words that might unintentionally discourage people from applying. For instance, instead of saying, “manage the shop floor manpower,” try “lead the team.” It’s a slight shift, but it helps make the job feel open to everyone.

4. Promote Your Training and Career Development Opportunities

If your company offers training, apprenticeships, tuition assistance, or opportunities for career growth, make sure to mention it in your job ad and during interviews.

Many people aren’t just looking for a job—they’re looking for a future. Even if someone doesn’t have every skill today, knowing they’ll have support to learn and grow could be why they decide to apply.

5. Offer Flexible Scheduling if You Can

Strict schedules—like early shifts, night shifts, or mandatory overtime—can make it hard for some people to take factory or warehouse jobs. That’s why more companies are exploring flexible options, like part-time or weekend-only roles.

One strong example is Land O’Lakes.⁹ To solve a worker shortage at its production plants, the company launched a “Flex Manufacturing” program. They offered 16–30 hour shifts to fit around the lives of students, parents, retirees, and others needing flexibility.

The results were impressive: 300 people applied for just 12 part-time jobs in one weekend. Hiring became faster, more diverse, and burnout dropped—one location even saw a 30% drop in turnover.

This shows how including flexible scheduling—like part-time shifts, weekend-only roles, or split shifts—in your job ads can attract great workers who wouldn’t be able to apply otherwise.

Say goodbye to hiring stress with Spectra360.

Hiring can be tough, but we’ve already done the heavy lifting for you. At Spectra360, we’ve built a pre-vetted network of skilled workers who are trained, screened, and ready to work in manufacturing, logistics, and warehousing environments.

We also know that attracting and keeping the right talent takes more than just filling a job—it requires fair, competitive compensation. That’s why we’ve created a Salary Guide to help you benchmark pay, stay competitive, and ensure your workforce feels valued.

If your current hiring process is slowing you down or stretching your team too thin, we’re here to help you move forward—with less stress, less risk, and better results.

Talk to us today! We’ll meet you where you are—and help you get where you need to be.

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