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ResourceMFG | Manufacturing Workforce Specialists
Rethinking hiring practices to solve your recruiting challenges

Recruiting is challenging for many manufacturing positions. With tight labor market conditions, finding talent is the key to maintaining production levels and profits.

A 2021 study by The Manufacturing Industry and Deloitte revealed that at the current rate, 2.1 million unfilled jobs will exist in 2030 — a loss estimated at $1 trillion in that year alone for manufacturers.

If you're looking for candidates to fill a job opening and, despite your best efforts, you just can't seem to find any, it might be time to step back and rethink your hiring practices. Traditional hiring methods are not working.

Traditional hiring methods aren't always the most effective at screening candidates for the manufacturing industry — and as a result, some manufacturers are losing out on top talent. 

How can your business improve hiring practices to find new employees?

To improve your hiring practices, identify what you want in an employee. You may find that some of the things you think are important aren't relevant. When it comes down to it, all that matters is that they can do the job well.

Here are some aspects of your hiring criteria you can reconsider:

1. Background Checks

Background checks are usually done to learn whether or not potential employees have criminal records. But they can also reveal information about your candidate's credit score, driving record and employment history.

These things may be relevant if you're hiring a driver, but otherwise, they don't really matter. If you hire someone with a poor credit score, for example, it doesn't mean he or she will steal from your company.

2. Drug Testing

Drug tests are another standard part of the hiring process. And while they may be helpful in some jobs, it's not always necessary to test candidates for marijuana use.

In April 2022, the U.S. House of Representatives passed the Marijuana Opportunity Reinvestment and Expungement Act (MORE Act), which aims to remove marijuana from the list of federally banned substances. The bill is under review by the Senate, and if it becomes law, it could impact how employers screen for drugs.

Although marijuana laws are still evolving, the general views have become more accepting over the years. As long as a candidate can concentrate and perform the position's duties efficiently, there's no reason to deny them employment based on their use outside of working hours.

3. Interviews

Interviews are an important part of the hiring process at most companies. However, it's crucial to focus on a candidate's skills in the industry.

In today's manufacturing environment, companies require individuals who can perform well under pressure. It's also important that candidates have a good understanding of safety regulations and can communicate well with other employees.

For this reason, you might want to skip over the traditional interview questions and focus on practical, hands-on tasks to save time and money and recruit the right talent.