Recruiting Strategies for Manufacturing: Building a Workforce That Works

Recruiting Strategies for Manufacturing: Building a Workforce That Works

Recruiting top talent in manufacturing has always been a challenge. The evolving skills required in the industry, coupled with a competitive labor market, mean companies must adapt their strategies to attract and retain the best candidates. To stand out, manufacturing companies need to streamline their processes, foster an inclusive culture, and think creatively about where and how they find talent. Here’s a comprehensive guide to building a recruitment strategy that works:


1. Simplify the Application Process

Start by making it easy for candidates to apply. Lengthy, confusing application processes can discourage applicants, especially in today’s fast-paced world.

  • Use user-friendly online application platforms.
  • Ensure the application process is mobile-friendly.
  • Provide clear, concise instructions and timelines.

A simple and transparent process will make a great first impression on candidates and increase your chances of capturing their interest.


2. Cultivate a Positive Company Culture

Culture is often a deciding factor for candidates. A workplace that prioritizes safety, well-being, and professional growth is more attractive than one that doesn’t.

  • Showcase your commitment to innovation, teamwork, and continuous improvement.
  • Promote stories of employees who have advanced within the company.
  • Highlight your efforts in employee safety and well-being.

A strong, positive culture fosters loyalty and positions your company as an employer of choice.


3. Embrace Diversity and Inclusion

A diverse workforce isn’t just good for optics—it drives innovation and creativity. Actively seek candidates from various backgrounds and implement recruitment practices that minimize bias.

  • Partner with organizations that focus on diversity hiring.
  • Highlight your company’s commitment to inclusion in your branding.

Candidates are drawn to organizations that value a variety of perspectives and create equal opportunities.


4. Invest in Training and Development

In a competitive labor market, offering robust training programs can be a game-changer. Not only does it help bridge the skills gap, but it also demonstrates your commitment to employee growth.

  • Create onboarding programs that set new hires up for success.
  • Offer continuous learning opportunities like certifications and workshops.
  • Develop clear pathways for career progression.

Employees are more likely to stay with a company that invests in their future.


5. Provide Flexible Scheduling

Rigid shift structures can deter candidates. Offering flexible schedules improves work-life balance and attracts a broader range of applicants.

  • Consider compressed workweeks or staggered shifts.
  • Offer flexibility for employees with family commitments.

Flexibility can make your company stand out to candidates looking for better work-life balance.


6. Explore Multiple Candidate Sources

To find the best talent, manufacturers must diversify their recruitment channels. Below are some of the most effective sources:

Job Boards and Online Platforms

  • Use general job boards like Indeed and LinkedIn for broad exposure.
  • Post on industry-specific platforms such as ManufacturingJobs.com for targeted searches.

Community Outreach

  • Partner with high schools, trade schools, and community colleges offering technical education programs.
  • Sponsor local vocational training initiatives or apprenticeship programs.

Employee Referrals

  • Incentivize employees to refer qualified candidates with bonuses or other rewards.
  • Referrals often result in high-quality hires who align with company culture.

Social Media

  • Use LinkedIn for professional networking.
  • Engage potential candidates through Facebook, Instagram, and even TikTok with behind-the-scenes content and employee testimonials.

Military Transition Programs

  • Partner with organizations like Hire Heroes USA to recruit veterans.
  • Highlight how military skills align with manufacturing roles.

Recruitment Agencies

  • Collaborate with agencies that specialize in manufacturing to tap into their candidate networks.
  • Agencies can help find specialized talent quickly and efficiently.

Industry Events and Trade Shows

  • Attend manufacturing events to network with skilled professionals and recent graduates.
  • Use these opportunities to showcase your company’s innovative projects and career opportunities.

Gig Economy Platforms

  • For temporary or project-based roles, consider platforms like PeopleReady and Wonolo.


7. Strengthen Employer Branding

Your employer brand is the story you tell candidates about your company. Use it to showcase your values, culture, and opportunities.

  • Maintain an engaging careers page on your website.
  • Highlight employee stories and workplace achievements on social media.
  • Share community involvement and innovation projects.

An authentic, appealing brand draws candidates who align with your mission and values.


8. Host Recruitment Events

Open houses, job fairs, and hiring days allow candidates to experience your workplace firsthand.

  • Offer facility tours to show your commitment to safety and innovation.
  • Provide on-the-spot interviews and fast-track hiring options.
  • Pair events with perks like giveaways or free refreshments to create a welcoming atmosphere.


9. Partner with Workforce Development Programs

Collaborate with local workforce boards and nonprofits that provide skills training. These organizations can connect you with candidates who are already training for manufacturing careers.

  • Reentry programs for formerly incarcerated individuals can be a valuable talent source.
  • Government-backed initiatives often offer incentives to companies that participate.


10. Enhance Retention with Engagement Strategies

Attracting talent is only part of the equation. Retaining employees is equally important. Focus on building an environment where employees feel valued and motivated.

  • Recognize and reward contributions regularly.
  • Offer competitive pay and benefits.
  • Build a sense of community through team-building events.

Satisfied employees are not only more productive but also become ambassadors for your company, helping you attract future talent.


A Final Word

Recruiting in manufacturing requires a combination of traditional methods and innovative strategies. From streamlining the application process to exploring diverse sourcing channels and investing in employee development, there’s no one-size-fits-all solution. However, by implementing the strategies outlined here, you can create a recruitment process that attracts, engages, and retains top talent.

As someone who has spent years working in staffing for manufacturing companies, I understand the unique challenges of the industry. If you’re looking for help building your workforce, I’d love to connect and share ideas. Let’s work together to help your company win the marketing battle for talent and build a team that drives success!

Jeff James

Human Resources Leader | Former Netflix & Grove Collaborative HRBP | SHRM-CP, PHR | Driving Talent Strategy, Culture Transformation | Passionate Leader & Fitness Enthusiast | Advocate for Dachshund Rescue

1mo

Research shows that providing flexible scheduling to the hourly workforce is a top desire. Still, it can be challenging to implement because of schedules, capacity constraints, and even leadership resistance. I have long said that an organization that can provide flexibility to its hourly workforce will win the war for talent.

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