Recruiting in the manufacturing industry has never been easy. But in recent years, it's become even more complex. Between unique challenges like rapid digital transformation, an aging workforce, and growing competition for skilled talent, manufacturers are navigating a recruitment landscape that demands smarter, faster, and more human-centered hiring.
Based on insights from our Nordic Recruitment Report and ongoing conversations with manufacturing companies across the Nordic region, we identified the top three recruitment challenges facing the industry today. And our internal experts at Talentech with years of experience in talent acquisition for manufacturing companies of all kinds and sizes shared with us their ideas on what companies can do to overcome these challenges most effectively.
1. A shrinking talent pool of qualified workers
One of the most pressing issues is the ongoing shortage of skilled workers.
Manufacturing companies often struggle to find candidates with the specialized skills needed for roles in production, machinery operation, and engineering.
The gap in skilled labor is widening as experienced technicians and engineers retire, while there simply aren't enough trained replacements entering the workforce. How come? This is compounded by a growing skills mismatch: while many younger workers are entering the job market, fewer are choosing technical or vocational paths that align with manufacturing needs.
How can companies respond?
- Build partnerships with vocational schools and training programs
- Promote career growth and stability in manufacturing roles
- Offer reskilling opportunities for adjacent talent pools, such as logistics or construction
- Highlight purpose-driven work and innovation to attract younger generations
2. Outdated employer brand
While manufacturing jobs have become increasingly digital and dynamic, public perception hasn’t always kept up. Many candidates, especially younger ones, still associate the industry with repetitive work, limited flexibility, and low innovation.
Our data shows that when choosing a new job, candidates are most interested in company culture, social life and great colleagues – all aspects that can and should be advertised in a company's employer branding efforts. And in industries like manufacturing, where visibility and differentiation are lower than in, for instance, tech or healthcare, your employer brand can be a deciding factor.
How can companies respond?
- Refresh your career site and job ads to reflect the modern nature of your work
- Feature employee stories that highlight technology, teamwork, and development
- Use social media and video to showcase your culture, not just your products
- Actively communicate your values, training opportunities, and workplace improvements
Our survey of over 3,000 candidates shows the top reason candidates are drawn to a company is its culture. They want to see the people behind the products. Strong employer branding brings this to life. Manufacturing companies that show who they truly are – their values, their team, their workplace – are seeing real results in attracting and motivating talent.
Nadja Bengtson, Product Line Manager at Talentech
3. Slow or fragmented recruitment processes
Manufacturing companies often have decentralized hiring structures with plant managers or regional leads managing parts of the recruitment process without centralized tools or oversight. This can lead to slow response times, inconsistent candidate experiences, and missed opportunities.
Many manufacturing companies still rely on manual or fragmented processes that slow everything down - from screening to contract signing. But we see that when roles are critical to operations, these delays come at a real cost. The companies that centralize and automate their recruitment workflows are not just faster, but also more consistent, more compliant, and ultimately more attractive to candidates.
Linus Andersson, Director of Innovation at Talentech
In a competitive market, speed matters. Our report found that 82% of candidates expect to hear back after applying for a job, whether the decision is an acceptance or not. Yet, many companies take weeks just to process applications, let alone get back to candidates.
How can companies respond?
- Use a central ATS to streamline communication, approvals, and feedback
- Set clear timelines and ownership for each step in the hiring process
- Leverage automation for screening, interview scheduling, and candidate follow-ups
At Talentech, we help manufacturing companies simplify and scale their recruitment processes across sites, regions, and hiring teams. With our recruitment platform, you can manage the full candidate journey from one place, speed up time-to-hire, and ensure a consistent experience for every applicant.
From automated job postings and structured workflows to hiring manager collaboration and compliance tracking, our tools are built to reduce manual work and eliminate delays – even in complex, decentralized organizations. Explore how it works HERE.
What's next?
The recruitment challenges facing manufacturing companies are real and growing. But they’re not impossible to overcome. With the right strategies, tools, and mindset, manufacturers can stand out in a competitive market, attract the talent they need, and future-proof their workforce.
And the best time to start? Now. And if you need a little help and would appreciate a partner that understands the unique needs of manufacturing recruitment, talk to us at Talentech.
