Industrial and manufacturing businesses across the U.S. are currently grappling with an unprecedented and urgent challenge. A recent Lightcast study has revealed that the country is currently experiencing its most significant labor shortage in history. This shortage is particularly severe for manufacturing companies, where specialized skill sets are crucial and production schedules are incredibly tight.
Traditional hiring strategies — post a job and wait for the perfect candidate — are failing. To succeed today, you must reach more applicants than ever and commit to training those with the right potential, even if they don’t come with every skill already in hand.
Why Do Industrial and Manufacturing Companies Suffer the Most From a Labor Shortage?
In industries such as manufacturing, the labor pool is shrinking more rapidly than in many other sectors. Many skilled workers are nearing retirement, and fewer young workers are entering the trades. Plus, evolving technologies require additional skill sets that didn’t even exist a decade ago.
Industrial businesses, often in need of specialized workers such as CNC operators, machinists, or forklift drivers, are finding it particularly challenging when positions remain unfilled. However, these businesses are not giving up. They are adapting to shifting workforce expectations, focusing on flexibility, growth opportunities, and better work-life balance. This adaptability is inspiring and offers hope in the face of the labor shortage.
Some manufacturers are adapting by adopting flexible work options that help them stand out, allowing them to tap into a broader, more motivated workforce.
Be Open-Minded and Train Aggressively
One of the biggest takeaways from the Lightcast study is that industrial and manufacturing companies need to rethink how they define a “qualified candidate.” Instead of waiting for someone who perfectly matches a lengthy checklist, successful employers are now hiring based on attitude, work ethic, and the willingness to learn.
Creating your in-house training programs can bridge the gap between raw potential and full productivity. Many manufacturers have already begun partnering with staffing firms that specialize in industrial staffing solutions. These partnerships enable them to build skilled teams more quickly, reduce the burden on their internal HR teams, and access a wider pool of potential candidates.
Innovative Hiring Strategies for Industrial and Manufacturing Companies
Hire for Potential, Not Perfection
Companies that lower unnecessary barriers, such as requiring certifications before hiring, are filling roles faster. Many successful manufacturers now cover the costs of certifications for their workers, allowing them to earn credentials after demonstrating their skills on the job. Investing in skill development on the job is a long-term play that builds loyalty and strengthens your team.
Programs that provide access to pre-screened staffing pools make it easier to hire based on potential, ensuring that you can onboard trainable employees quickly without overburdening your internal HR teams.
Speed Up Your Hiring Process
Today’s best industrial candidates often have multiple offers within days. Companies that streamline interviews and make quick decisions are the ones winning the talent war. A tight hiring timeline — no more than 48 hours from interview to offer — can make the difference between filling a critical role and losing out.
Retention Is the New Recruitment
Finding workers is only half the battle; keeping them is just as critical. Manufacturers improving their retention rates by offering career development, better shift flexibility (such as allowing employees to choose their shifts or work remotely), and incremental pay raises (such as annual or performance-based raises) have a significant edge. These benefits not only attract new talent but also keep existing employees motivated and engaged.
Simple changes, like sponsoring certifications or creating advancement opportunities, significantly boost loyalty. Practical strategies for increasing employee engagement are proving just as important as improving production processes.
New Mindsets Will Win the Labor War
Industrial and manufacturing businesses willing to hire differently — and invest in their teams’ growth — are not just surviving this historic labor shortage; they are thriving.
Broadening your applicant pool, building in-house skills through paid training, and offering a better employment experience can set your company apart in an environment where labor is scarce and competition is fierce.
ClearStaff can help you access talent faster, while customized training programs will allow you to mold new hires into exactly the workers you need.
Want labor shortage solutions that work? Contact us today!
