If you’ve noticed how much harder it’s becoming to find workers for manufacturing jobs, you’re not alone. The labor shortage is a challenge many manufacturers across the U.S. are struggling with, and a big reason for this is the aging workforce. Nearly a quarter of manufacturing employees are over 55, and as retirements pick up speed, younger workers aren’t stepping in fast enough to fill the gaps.¹ This has created growing labor shortages, especially in roles that require technical skills.
More Reasons for the Labor Shortage: The Role of Technology, COVID-19, and Workforce Trends
The challenges don’t stop with an aging workforce. Modern manufacturing increasingly depends on advanced technologies like robotics and AI. While these tools enhance efficiency, they also demand specialized skills—something many job seekers don’t have.
On top of that, the COVID-19 pandemic triggered what’s now known as “The Great Resignation.” Millions of people left the workforce, leaving companies scrambling to attract talent.
A recent survey of over 600 manufacturing professionals found that more than 80% experienced production disruptions due to high turnover. 2 Without action, nearly 1.9 million manufacturing jobs could remain unfilled by 2033, presenting a significant obstacle to the industry’s growth. 3 The good news is there are ways to turn things around.
How to Attract Employees During a Manufacturing Labor Shortage
If you want to hire and keep great employees, it’s all about showing them why working for you is a good idea. Here are some ideas to help you stand out and bring in the workers you need.
1. Show How Modern Manufacturing Has Changed
When people think about manufacturing, many picture old, grimy factories with strenuous, repetitive work. But today’s manufacturing is entirely different. Modern factories use robots, smart machines, and other cool technologies that make the jobs more exciting and high-tech.
To get this message across, try sharing photos or videos of your factory. Show how clean and organized it is and highlight the cutting-edge machines you use. You could also explain how workers will learn valuable skills, like programming machines or operating advanced tools. If your company offers opportunities to move up or take on new challenges, let people know about that, too—many job seekers are looking for more than just a paycheck.
2. Offer Pay and Benefits That Stand Out
Competitive pay is crucial for job seekers, and offering competitive wages can make a big difference. If other industries in your area, like retail or logistics, are paying more, revisiting how your compensation stacks up might be worth revisiting.
Beyond pay, adding benefits like health insurance, tuition assistance, or childcare support could make your roles more appealing. For example, a tuition assistance program might attract younger workers interested in building their skills while working. Offering bonuses for specialized skills, like welding or machine programming, can also help. Minor compensation and benefits package improvements might be all it takes to stand out in the job market.
3. Build a Good Reputation in Your Community
What do people in your area think of your company? If the answer isn’t “a great place to work,” you can improve. A strong reputation can make all the difference in attracting workers.
One way to start is by sharing real stories from your employees. Let them discuss what they like about working for you and post those stories on your website or social media. You can also host factory tours or workshops for local schools. When people see your company as a positive, welcoming place, they’ll be more interested in joining your team.
Read more: Creating a Dream Workplace: 8 Ways to Enhance Your Company Culture
4. Help People Learn the Skills They Need
People might not apply for manufacturing jobs because they feel unqualified. Modern roles often require specific skills, like operating machines or handling advanced tools. You can attract more job candidates if you’re willing to teach new workers.
Consider offering apprenticeship programs where people can earn a paycheck while learning on the job. Offering training sessions or covering the cost of certifications could help your current staff feel more confident and motivated. When you invest in your workers’ growth, they’ll see your company as a great place to build a career.
Read more: Fostering a Culture of Continuous Learning: Preparing Your Workforce for Industry Shifts
5. Make Jobs Fit into People’s Lives
Younger workers, especially millennials and Gen Z, are looking for jobs that fit their lifestyles. They value flexibility, purpose, and balance between work and life. It might be time to adjust if your roles feel rigid or outdated.
For example, you could offer shorter shifts, part-time roles, or rotating schedules to give workers more time control. You might also highlight the bigger purpose of the work. Manufacturing is essential to the economy and provides products people rely on daily. Workers who feel they’re contributing to something important are more likely to take the job.
6. Welcome Everyone to the Table
Manufacturing has traditionally been seen as a job for men, but times have changed. Women, minorities, and veterans are all valuable workers who can bring fresh ideas and skills to your team.
To reach these groups, you could partner with organizations that support women in trades or offer scholarships for technical education. Creating mentorship programs or emphasizing equal pay inside your company can show that you’re serious about making everyone feel welcome.
Additionally, making the job application process easy and accessible—for example, by simplifying forms, offering mobile-friendly applications, or removing unnecessary barriers—can encourage more people to apply. When people see that your company values diversity and makes applying straightforward, they’ll feel more comfortable taking the first step.
7. Get Involved in Your Community
Sometimes, the best workers are right in your neighborhood—they just don’t know what opportunities exist. Engaging with your local community can help you connect with these potential employees.
You could host open houses or factory tours to give people a behind-the-scenes look at your work. Partnering with schools to offer internships or workshops is another great way to introduce young people to the industry. Supporting community events or sponsoring education programs shows that your company cares, which can make people more interested in working for you.
8. Make Safety and Comfort a Priority
Safety is often a concern for people considering manufacturing jobs. If they’re worried about getting hurt, they might not even apply. Showing that your workplace is safe and comfortable can help ease those concerns.
Ensure your factory is equipped with modern safety tools and that your workers are trained to use them. Keeping the workplace clean, well-lit, and organized makes a big difference. Small perks like wellness programs or updated break rooms can go a long way in making workers feel appreciated and at ease.
9. Offer Bonuses and Incentives
A little extra money can sometimes make all the difference. Offering signing bonuses for new hires could make your job postings more attractive, mainly if you compete with other industries for workers.
Referral programs can also help. Your current employees know the job and the company, so they will likely recommend good candidates. A bonus for successful referrals is a win-win—it helps you find new workers and rewards your team for helping.
10. Keep the Employees You Already Have
Attracting new workers is essential, but keeping the ones you already have is just as critical. Employees who feel happy and appreciated are less likely to leave and might even encourage others to join.
Simple gestures like saying thank you, offering bonuses, or celebrating work anniversaries can greatly make workers feel valued. Conducting surveys, listening to their feedback, and making changes where possible can also show that you care. When employees feel supported, they’re more likely to stick around and speak highly of your company.
Read more: Why Employee Satisfaction Surveys Can Be a Double-Edged Sword
Offering fair pay and good benefits could make all the difference in solving your hiring challenges.
That’s why we have created a simple salary guide to help you out. This guide shows what competitive pay looks like in your field so you can attract top workers and keep your team strong. It’s quick and easy to get—fill out a short form to download your copy today and start hiring smarter immediately.
At Spectra360, we know how stressful it can be to find the right people for your team. That’s where we come in. We work with highly skilled and carefully vetted professionals who are ready to hit the ground running. Let us take care of the hiring process so you can focus on growing your business.
Contact us today to list your job openings or speak with one of our recruiters about your hiring needs. We’ll help you build a strong team without the hassle.
References
1. “New Report Dives Into Retaining The Aging Manufacturing Workforce” NAM News Room, 31 July 2019, nam.org/new-report-dives-into-retaining-the-aging-manufacturing-workforce-5579/.
2. “Manufacturing in Crisis: Report Uncovers Key Challenges for Manufacturers Combatting the Skilled Labor Crisis” PR Web, 9 July 2024, www.prweb.com/releases/manufacturing-in-crisis-report-uncovers-key-challenges-for-manufacturers-combatting-the-skilled-labor-crisis-302191708.html.
3. “US Manufacturing Could Need as Many as 3.8 Million New Employees by 2033, According to Deloitte and The Manufacturing Institute” Deloitte, 3 April 2024, www2.deloitte.com/us/en/pages/about-deloitte/articles/press-releases/us-manufacturing-could-need-new-employees-by-2033.html.
