manufacturing hiring trends in the post-pandemic era.

Like many industries, the manufacturing sector was hit hard during the pandemic. Nearly overnight, government lockdowns took effect, supply chain challenges intensified and consumer demands shifted. However, manufacturers have proved resilient, and the industry has come a long way since then. As we look ahead, manufacturing hiring trends are becoming a critical focus as U.S. companies aim to compete globally.

latest manufacturing trends

Government incentives like the Infrastructure Investment and Jobs Act and CHIPS Act have spurred investments in clean technology and semiconductor production, bolstering job growth. Also, the trend of reshoring is bringing manufacturing jobs back to the U.S., further revitalizing the industry. The ISM Manufacturing PMI, a key indicator of activity, has shown improvement in early 2024, offering hope for continued growth.

Although these statistics are promising for the future of manufacturing, the industry’s biggest challenge — the looming skills shortage — still exists. According to a Deloitte study, manufacturers may see 2.1 million jobs go unfilled by 2030.

It’s crucial for businesses to take steps now to revamp their hiring process. Randstad understands these challenges. To help you understand the current job market, we’ve compiled a list of the top manufacturing hiring trends.

top in-demand manufacturing jobs

As production needs increase, so will the demand for skilled workers within the manufacturing industry. Some of the most sought-after manufacturing jobs include:

• machine operators
• production workers
• forklift drivers
• quality control officers
• production supervisors

key manufacturing hiring trends

As manufacturing employers look to the future, now is the time to reexamine your recruitment strategies and hiring process. Here’s what you need to know.

workers’ expectations have changed

Consumer demands aren’t the only thing that intensified during the pandemic — so did workers’ expectations regarding remote work. During the pandemic, employers looked for remote work solutions for roles that could be accomplished offsite. These days, segments of the manufacturing workforce that experienced remote work aren’t willing to turn back the clock.

While the benefits for employees are easy to see, making remote work a permanent option in the manufacturing sector may seem like a pipe dream. After all, the very nature of manufacturing is hands-on. But, when you view your workforce on a role-by-role basis, remote work for some employees may not be impossible.

solutions

1. conduct job assessments

Before you write remote work off completely, take the time to conduct a comprehensive job assessment. Carefully review each role within the company to determine which skills and duties can translate to remote work. For example, can one of the company’s specialized engineers handle some duties remotely? That would allow them to monitor multiple locations simultaneously.

2. develop real-time monitoring processes

Despite the rising demand from employees for remote work options, studies show that only 46 percent of manufacturers have remote monitoring capabilities. This type of technology is critical for remote work to be a possibility. Whether monitoring production, output or machine health, offsite workers must have access to real-time data to make informed decisions.

3. offer flexible scheduling

Today’s workers crave flexibility in the workplace. Our Employer Brand Research Global Report finds that work-life balance remains a top priority for employees globally. Employers must find ways to bring more flexibility into the workplace, especially for those roles where remote work options are not possible. For example, they can use strategies such as compressed shifts and flexible shift options and make part-time jobs possible.

continuing demand for digital skills

While manufacturing has relied on digital technologies for decades, the past few years have pushed many companies to significantly increase their investment in technology. However, as the demand for technology in the manufacturing industry continues to grow, so will the need for skilled workers. Unfortunately, the growing skills gap could negatively impact many manufacturers.

solutions

1. conduct a skills assessment

The first step to finding the skilled workers you need is to determine what types of skill sets your company needs now and in the future. Take the time to conduct a comprehensive skills assessment to identify the exact skills needed for each job and to predict what skills your company will likely need in the years to come.

2. build a continuous talent pipeline

The most important step you can take to combat the growing skills shortage is to take proactive measures now. An HR partner can help you build a talent pipeline for various roles within your company. Additionally, use strategies, such as social media marketing and employee referrals, to identify passive candidates who match your criteria.

3. offer competitive salary packages

According to our Randstad Employer Brand Research study, competitive compensation remains the top factor candidates consider when looking for a job. Make sure that your wage offerings align with industry standards.

upskilling and reskilling is a necessity

With no end to the skills shortage in sight, many employers realize that they can’t solely rely on their hire-for-skills strategies to meet their need for skilled workers. Instead, they are shifting at least some of their efforts to upskill and retrain their current workers.

To combat the skills gap, a significant 70 percent of manufacturers have proactively launched internal training programs to upskill their workforce. The results speak for themselves, with 75 percent reporting enhanced productivity, improved promotion opportunities, and a boost in employee morale.

1. improved onboarding processes

Your new hires must have all the tools, resources and skills needed to be successful on the job. To make this happen, employee training should start from day one. If you don’t already have a structured onboarding process for new hires, now is the time to develop one. Additionally, be sure that all new hires clearly understand the training and career development opportunities offered by your company.

2. clear career development plan

Many employees leave their jobs due to a lack of career development options. At a time when finding qualified candidates is critical, your company needs to have a career development plan in place that enables your best employees to reach their full potential. This plan should be clearly visible and all workers should know what job training opportunities are available as well as what steps are necessary to start training. Having a plan in place can not only help you keep your most qualified workers, but it can also help you create a workforce with the skills your company needs.

3. reskilling opportunities

While upskilling is designed to help your employees move up the career ladder, reskilling focuses on horizontal training. Promotions aren’t typically the end result of retraining. Instead, retraining is used to help your current workers obtain the skills needed to remain relevant in the future. For example, providing employees with digital or forklift certification training will give them the skills they need to continue working on the plant floor as your company becomes more automated.

managing an aging workforce

The aging workforce has been a long-time concern for many employers, especially those in the manufacturing industry who must find ways to still meet production demands with an ever-slimming labor pool. If your company hasn’t felt the effects of this aging workforce, it soon will.

Even more alarming is the World Economic Forum prediction that the population of seniors aged 60 and over will double in at least 12 global economies, including the United States.

Of course, manufacturers across the globe must take steps now to improve their employee hiring and retention strategies, but they should also leverage the capabilities of these highly skilled and experienced older workers before they hit retirement age.

solutions

1. horizontal job options

Keep in mind that not all your aging workers want to retire at a set age. However, some of them may be unable to meet their current role’s physical demands. Consider offering horizontal job options that may allow your high-performing aging employees to remain working for the company but in a less physically demanding role. For example, you can consider training aging machine operators to operate machines that may be more complex but less physically demanding. This step will allow you to retain these workers’ skills and experience longer.

2. mentorships

Long-term employees often make the best mentors for new and younger workers. After all, they know more about the company and its accomplishments than most workers, and they have likely worked in multiple roles within the company. The reality is that you just can’t find this level of experience anywhere else. Be careful not to exploit the talents of your older workers. Instead, partner with them to provide a platform to share their skills and knowledge.

3. digital training

Don’t underestimate the abilities of your aging workers. With the right training, seniors can work long after the standard retirement age. When creating a training program, be sure to keep your aging workers in mind by making them part of the change and offering opportunities for them to learn the digital skills they need in today’s workplace.

Find these manufacturing hiring trends and solutions helpful for your workforce concerns? We’ve compiled a recap of manufacturing hiring trends, so you can keep them on hand for quick reference.