The manufacturing industry in North America is on the cusp of major transformation in 2025. As companies navigate evolving technologies, workforce shifts, and changing trade dynamics, those who proactively adapt will gain a competitive edge.
America’s labor shortage has become one of the most pressing challenges for industries nationwide—and for HR professionals in mining and manufacturing, the effects are especially pronounced. According to the U.S. Bureau of Labor Statistics, manufacturing positions remain unfilled for an average of 43 days, while specialized mining roles can take up to 62 days to fill. This hiring delay costs industrial companies an estimated $98 billion annually in lost productivity and additional recruitment expenses.
Unconscious bias is one of the most significant challenges facing the hiring process today, often occurring without the decision-maker even realizing it. These biases can lead to unfair treatment of candidates and hinder diversity and innovation, particularly in industries like mining and manufacturing, where diversity is crucial for addressing complex challenges. Understanding the types of unconscious bias is the first step toward mitigating them and creating a more inclusive hiring process.
In the manufacturing sector, retaining skilled employees is crucial amidst labor shortages. Here are strategies proven to boost retention:
In the dynamic landscape of the manufacturing sector, attracting and retaining skilled workers is crucial for sustainable growth. To stand out in this competitive field, employers need to offer more than just a job—they need to provide a compelling package of benefits that address the needs and aspirations of their workforce. In this article, we’ll delve into the top five benefits that workers in the manufacturing sector prioritize when choosing an employer.
In recent years, the manufacturing industry has been grappling with a serious image problem. Younger generations perceive it as boring, outdated, and lacking in creativity. Even worse, the industry’s male-dominated labor stats make it less appealing to women. These negative perceptions have led to challenges in attracting new talent, which could result in significant economic losses. To address this issue, manufacturing companies must prioritize diversity, equity, and inclusion (DEI) initiatives in their recruiting efforts. In this blog, we’ll explore how manufacturers can promote DEI to make their workplaces more attractive to a broader range of talent.
As the manufacturing industry continues to evolve, organizations face the ongoing challenge of attracting and retaining top talent. With advancements in technology, shifting market demands, and an increasingly competitive landscape, staying ahead in the manufacturing sector requires a keen understanding of the latest hiring trends. At TPD, we have observed and analyzed the hiring patterns in manufacturing industries to help organizations thrive in today’s dynamic talent landscape.
