4 Factors That Make Manufacturing Hiring Difficult

Jobs in manufacturing are rarely seen as glamorous. These positions are less in demand than others in the labour market. Although they usually ask for less education and experience, they might be challenging to get. Some of the most dedicated workers in the country are found in the industrial sector. Workers in the manufacturing sector had the longest average tenure of any primary industry, clocking in at 5.1 years.

That’s why it’s so essential for manufacturing companies to have recruitment teams to anticipate potential obstacles and devise effective strategies for finding and retaining new people.

Factors That Make It Difficult to Hire for a Manufacturing Firm

Issues with the manufacturing industry’s public image, a scarcity of qualified applicants, insufficient opportunities for professional development, and an ageing workforce are all factors that make it harder to hire new employees. The four biggest obstacles that manufacturing companies face when trying to hire new employees are.

A Reputational Issue

There is a widespread perception that industrial occupations in the United States are unattractive, especially among millennials and women. According to 45% of respondents in a recent poll, “negative attitudes about the manufacturing business” is the main reason they aren’t interested in working in manufacturing.

The average age of a manufacturer is 45, with the majority of manufacturers employing people between the ages of 45 and 64. Many members of today’s youth population view industrial jobs as being dull, uncreative, or damaging to the planet. As a primarily male business, manufacturing may not appeal to female workers for similar reasons.

The manufacturing industry as a whole has a rather weak social media presence, which hurts the sector’s public perception and recruitment efforts. However, it has been proved that social media platforms like Facebook and Twitter give a distinct edge when hiring new staff.

Workforce Aging

Manufacturing businesses may experience a slowdown in available labor if they are unable to begin to target younger demographics to compensate for the large number of elderly manufacturing workers who will soon leave from their jobs. Companies in the industrial sector must take measures to prevent the loss of experience, skills, and knowledge in anticipation of an ageing workforce. The next logical step for your business is to provide chances for learning and skill improvement.

Educating and Upgrading Manufacturer Employees

Newcomers to the manufacturing business may not have the necessary skills for the jobs they apply for, creating a problem for many organizations when trying to fill open positions. However, manufacturers may reap the benefits of training and upskill by hiring younger workers who may not have any prior experience in manufacturing or may be lacking in specific abilities.


The industrial sector has a substantial problem when it comes to automating processes. Many people worry that manufacturing employment may disappear soon, so they may avoid applying for manufacturing positions entirely. According to TIME, up to 42% of the employment lost due to the COVID-19 may have been replaced by robots and AI. Manufacturers are responsible for alleviating their workforce’s widespread anxiety about the prospect of more automation.

Final Thoughts

LocalSkill is a manufacturing recruitment agency that helps you find skilled or semi-skilled labourers in your locality. LocalSkill provides 360 degree recruitment solutions for manufacturing firms. Reach out to us to learn more about our procedures!

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