Industrial job seekers are speaking up, and what they’re saying might surprise you. A recent StandOut CV survey reveals that today’s candidates have serious complaints about job advertisements, with issues ranging from hustle culture language to missing salary information driving away potential talent.
For manufacturing and industrial companies, the urgency of understanding and addressing these job seeker frustrations cannot be overstated. With a staggering 313,000 job opening gap in durable goods manufacturing, this isn’t just helpful—it’s a matter of survival.
The manufacturing sector is currently facing an unprecedented challenge. According to a Deloitte and Manufacturing Institute study, 1.9 million manufacturing jobs could go unfilled over the next 10 years if talent challenges are not addressed. This is not a distant problem, but a pressing issue that requires immediate attention.
With industrial workers becoming increasingly selective about where they apply, your job ads might be the first barrier preventing you from accessing quality talent.
The Top Job Ad Turn-Offs That Cost You Candidates
Minimal Annual Leave Tops the List
The most considerable “ick” is jobs that offer minimal annual leave, according to the StandOut CV study. For industrial workers who often face demanding schedules and physical work environments, time off isn’t a luxury—it’s a necessity. Manufacturing companies that advertise minimal vacation time immediately signal that work-life balance isn’t a priority.
This finding aligns with broader trends affecting manufacturing recruitment. As one industry expert noted, workers look beyond safe working environments and seek out “a connection to purpose, flexibility, development, and an inclusive culture that lives their values”. The days of attracting talent purely through job security are over.
Pushy Social Media Requirements Drive People Away
About two-thirds of survey respondents also said they were turned off by feeling pressure to engage with a company’s social media content. Industrial workers, who often prefer straightforward work arrangements, see social media requirements as unprofessional and invasive. This is particularly relevant for manufacturing companies trying to build their online presence—there’s a fine line between encouraging engagement and creating obligations.
Missing Salary Information Creates Trust Issues
The lack of salary details continues to frustrate job seekers, with two-thirds of survey respondents turned off by the omission of salary details. While half of job posts now include salary details, according to a September 2023 report from Indeed Hiring Lab, the momentum for pay transparency is slowing. Manufacturing companies that embrace transparency now can gain a competitive edge.
This transparency issue becomes even more critical when you consider that manufacturing workers face unique challenges in today’s job market. Clear compensation information helps candidates make informed decisions without wasting time on unsuitable opportunities.
The Language That Makes Industrial Workers Run
Specific phrases in job advertisements act like warning signals for industrial job seekers:
- “Winner’s mindset” topped the list of off-putting phrases
- “Hustle” culture references turned off most respondents
- “Work hard, play hard” mentality felt outdated and exhausting
These phrases might work in some industries, but manufacturing workers prefer straightforward, honest communication about job expectations. They want to know what the work involves, not decode corporate buzzwords.
Industrial workers have seen enough companies promise “family-like culture” only to discover toxic workplace behaviors that make retention impossible. More than half of survey respondents also said they’d be less inclined to apply for a role if a company’s board lacks diversity, the company culture says they’re “like a family,” or job seekers receive an email from recruiters outside of regular work hours.
What Manufacturing Job Seekers Want to See
While the complaints are clear, the solutions are equally straightforward:
- Qualification requirements are ranked as the most sought-after information
- Work hours and schedule details help candidates assess fit
- Benefits information beyond basic healthcare
- Clear job titles that accurately reflect responsibilities
Manufacturing companies that focus on these elements in their job ads see better response rates. Job seekers want transparency about what they’re signing up for, especially in an industry where workplace safety and proper training can be life-or-death matters.
The Hidden Cost of Poor Job Advertisements
Ghost jobs have become a massive problem across industries, with nearly 1 in 3 employers admitting to posting job listings without intending to hire. In manufacturing, where the construction industry showed ghost job rates as high as 38%, these fake listings create even more disruption because specialized roles require significant time and resource investment from candidates.
Poor job ads don’t just turn away candidates—they waste everyone’s time and disrupt the industry. High turnover continued to disrupt staffing stability as workers sought better pay and benefits in other industries, and misleading advertisements only accelerated this trend, creating a ripple effect across the manufacturing sector.
Making Your Manufacturing Job Ads Work Better
Be Direct About Expectations
Manufacturing workers appreciate honesty. Instead of “fast-paced environment,” explain the actual pace and rhythm of work. Rather than “competitive salary,” provide ranges. This approach attracts candidates who genuinely fit your needs while filtering out those who don’t.
Highlight Growth Opportunities
Workers are looking for opportunities that are beneficial in the long term. Manufacturing companies that emphasize career development strategies and skills training stand out in a crowded field.
Address the Skills Evolution
Today’s manufacturing roles require new competencies. The ability for workers to either be comfortable with technology or to use technology around a specific process is becoming more critical. Job ads should not only highlight these requirements but also explain any technology training opportunities, emphasizing the need for the industry to adapt to changing job requirements.
Why This Matters for Industrial Recruiting in 2025
The manufacturing labor market remains tight. There were approximately 465,000 manufacturing job openings in October 2024, according to the National Association of Manufacturers, and more than 55% of respondents to NAM’s Q4 2024 survey cited the “inability to attract and retain employees” as a top business challenge.
Companies that master the art of writing appealing job advertisements gain a significant advantage. When recruiting manufacturing employees becomes more challenging, every interaction with potential candidates matters.
The manufacturing industry is at a crossroads. Companies must either adapt their recruitment messaging to meet modern expectations or continue to struggle with unfilled positions. Those who listen to job seeker feedback and adjust their approach will build stronger, more stable workforces.
Understanding what turns off potential candidates is just as important as knowing what attracts them. For manufacturing companies, creating honest, transparent, and respectful job advertisements isn’t just a good practice—it’s essential for accessing the talent pool they need to succeed.
Ready to improve your industrial staffing strategy and create job ads that attract quality candidates? Contact us today to learn how ClearStaff can help you connect with the skilled manufacturing workers your business needs to thrive.
