The Manufacturing Skills Gap Is Widening
As experienced workers retire, more positions are left unfilled—and too many younger candidates are overlooking manufacturing careers altogether. By 2030, more than 2 million jobs could remain vacant.
The challenge isn’t just about open roles. It’s about perception. Many high school and technical school students don’t realize how much manufacturing has evolved with innovation and technology. To build your future workforce, you need a recruitment strategy that changes outdated views, attracts the next generation, and makes it simple for candidates to connect with your company.
Your future employees are unaware of career opportunities in the trades.
Today’s high school students have a negative perception of working in manufacturing and don’t know how much the industry has changed through innovation and technology. Are your recruiting methods as antiquated as their misconceptions about manufacturing careers?
million Manufacturing jobs unfilled by 2030
Percentage of current manufacturing workers over age 55
Percentage of companies predicting ongoing recruiting difficulties
To recruit your future workforce, you must get in front of the right people.
It’s time to identify recent high school or technical school graduates looking for an opportunity for hands-on work that pays well and offers good benefits. But before you can do that, you have to make sure you have an effective recruitment process in place.
How does your recruiting stack up?
If your manufacturing business has open positions that you can’t seem to fill, so do your competitors—and you’re trying to attract and hire the same skilled workers. What will make your business stand out to prospective employees?
Let us help you take a hard look at your recruiting.
Analysis of Your Current Recruiting
What’s working, what’s not, and what could you do differently?
Enhanced Employer Branding
Make sure your benefits are front and center to prospective candidates.
Comprehensive Recruiting Solutions
Find the best ways to target, attract, and retain the skilled workers you need.
Start the Audit Process
Struggling to fill open roles? You’re not alone—and it’s not just about job postings. Our recruitment audit pinpoints where your process is working, where it’s falling short, and how to stand out to the next generation of skilled workers.
Let’s take a closer look at your recruiting and build a strategy that connects you with the right candidates before your competitors do.
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FAQs About Manufacturer Recruitment Marketing
Still have questions? Here are answers to what we hear most often from manufacturers.
Q: Why is there a skills gap in manufacturing?
A: Many experienced workers are reaching retirement age, while younger generations often overlook manufacturing careers. This leaves millions of positions projected to go unfilled in the coming years.
Q: How can manufacturers attract younger workers?
A: By highlighting innovation, technology, competitive pay, and growth opportunities. Recruitment marketing that reshapes perceptions of manufacturing is key to reaching recent graduates.
Q: What makes recruitment marketing different from traditional hiring?
A: Traditional hiring often focuses on filling immediate openings. Recruitment marketing builds awareness and engagement with future candidates, creating a pipeline that reduces long-term shortages.
Q: How can Main Street Recruitment help my manufacturing company?
A: We audit your current recruiting efforts, refine your employer brand, and build targeted strategies—so you can connect with skilled candidates before your competitors do.