Advice for Employers and Recruiters
15 tips for employers who are hiring early career candidates for manufacturing jobs
Employers who are hiring early-career manufacturing employees need to focus on their technical aptitude, problem-solving abilities, and willingness to learn. Employers should prioritize candidates who have completed relevant coursework, certifications, or apprenticeships that demonstrate their foundational skills and understanding of manufacturing processes.
Look for individuals who show enthusiasm for hands-on work, adaptability to evolving technologies, and an ability to work well within a team. Offering robust training programs, mentorship from experienced staff, and clear career advancement opportunities can help new employees develop their skills and thrive in the role. Building a supportive environment that values safety, innovation, and collaboration ensures these early-career hires contribute effectively to manufacturing operations.
We reached out to 15 hiring experts to get their advice about how to hire the best candidates who are early in their careers for manufacturing jobs:
- Create Hands-On Tryout Days
- Collaborate With Schools for Apprenticeships
- Focus on Hands-On Training Opportunities
- Assess Learning Agility Over Skill Set
- Partner With Technical Schools and Vocational Programs
- Offer Shadowing Opportunities Before Hiring
- Incorporate Soft Skills Assessments
- Develop Clear Role Expectations and Skill Parameters
- Implement Hands-On Assessments
- Prioritize Skills-Based Assessments
- Host Skill-Building Workshops
- Invest in Shared Potential
- Create a Cultural Fit Assessment Tool
- Introduce Simulated Work Challenges
- Adopt Advanced Security Technologies in Training
Create Hands-On Tryout Days
We believe the most powerful way to improve early career hiring in manufacturing is to flip the traditional model on its head. Instead of expecting young candidates to prove themselves to us, we recommend employers create hands-on tryout days where potential hires can actually experience the work environment, test out equipment, and meet their future coworkers.
These “Day in the Life” experiences accomplish two important things. First, they show candidates exactly what modern manufacturing looks like—which often surprises them in a good way when they see the advanced technology and teamwork involved. Second, they let employers evaluate how candidates approach real workplace situations rather than just reading about skills on a resume.
We’ve seen this approach work especially well when companies pair it with a buddy system, where experienced team members guide candidates throughout the day. This creates natural mentorship connections and helps new hires picture themselves succeeding in the role. The old way of hiring—scanning resumes and doing quick interviews – just doesn’t cut it anymore for manufacturing positions. Getting candidates directly involved in the work environment early in the hiring process leads to better matches and helps us build the next generation of manufacturing talent.
Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search
Collaborate With Schools for Apprenticeships
Investing in collaborations with nearby schools, colleges, and technical training programs is a crucial recommendation for firms looking to enhance early career hiring for manufacturing employment. Work together to develop apprenticeships, internships, or on-the-job training programs that are specific to your skill set. In addition to creating a consistent talent stream, this gives applicants the chance to see how their education is applied in the real world, which increases their competence and self-confidence.
Additionally, make job listings simpler so that they emphasize skills rather than experience, opening up positions to young talent. Provide mentorship programs and emphasize growth possibilities to demonstrate a clear career path within your company. You can attract enthusiastic early-career prospects and position them for long-term success in manufacturing by actively participating in the community and providing experiential learning opportunities.
Patrick Regan, Senior Recruitment Consultant, Enlighten Supply Pool
Focus on Hands-On Training Opportunities
One suggestion for improving early career hiring in manufacturing roles is to focus on hands-on training opportunities. We’ve seen success by offering structured apprenticeships and mentorship programs where new hires gain practical experience alongside seasoned professionals. This approach helps bridge the skills gap while allowing candidates to demonstrate their potential in a real-world setting.
Additionally, emphasizing career development paths during the hiring process can attract motivated early-career talent. We’ve found that highlighting growth opportunities and continuous learning not only boosts interest but also improves retention rates. By combining hands-on learning with clear professional advancement, employers can build a more engaged and capable workforce.
Assess Learning Agility Over Skill Set
It would be a better way to address candidates’ attitude toward learning than a direct look at the skill set. Manufacturing landscapes change really quickly, and the willingness to move on to a new tool, process, or material is priceless. As part of the interview process, I’d include exercises that help show how someone would go about learning unfamiliar concepts.
Providing, for instance, a visual representation of a new assembly process and having them interpret or apply it within a short period of time can be effective in reinforcing learning capacity. Those who are learning agile are usually more productive over time, they learn to handle challenges and become more efficient in shorter periods of time.
Benjamin Tom, Digital Marketing Expert and Utility Specialist, Electricity Monster
Partner With Technical Schools and Vocational Programs
A key strategy for improving early career hiring in manufacturing roles is to establish partnerships with technical schools and vocational programs. This creates a talent pipeline of candidates who already possess foundational skills relevant to the industry. For example, we’ve seen success by collaborating with local trade schools, offering internships that provide hands-on experience and expose students to our company culture early on.
Additionally, focusing on mentorship during onboarding is critical. Pairing new hires with experienced team members not only accelerates skill development but also fosters a sense of belonging. This approach has helped us reduce turnover and build a more capable, engaged workforce from the start.
Rene Ymzon, Marketing Manager, Advanced Motion Controls
Offer Shadowing Opportunities Before Hiring
In my experience, we had found our best people when we let candidates shadow one of our more experienced employees for a day or two. This helps us find great candidates because it allows us to assess how they will fit into the team, evaluate their interpersonal skills, and provide insights into their work ethic.
We’ve also gotten feedback from candidates that they like this since it gives them an even better understanding of the role. It gives them more time to ask questions and they get to witness the types of challenges they might run into while working in the role. With a better understanding of the company and the role, we have also found that the onboarding and transition process tends to go smoother.
Overall, it’s worth investing the time upfront to allow people to shadow as it saves you time in the long run. It also mitigates hiring risks.
Seamus Walsh, CEO, Westlake Tool & Die
Incorporate Soft Skills Assessments
When hiring for manufacturing roles, it’s important to remember that technical skills alone aren’t enough. Incorporating soft skills assessments into your technical tests helps evaluate qualities like communication, teamwork, and adaptability, which are just as crucial in today’s fast-paced manufacturing environment.
These skills ensure that candidates can effectively work with others, handle challenges, and adjust to changes in the workplace. Doing so helps give a more complete picture of how well candidates will fit into the team. It’s about hiring individuals who can excel in their role while contributing to a positive, productive team culture.
This method leads to stronger hires who are equipped to contribute to both individual tasks and team success. It’s a smart way to create a workforce that’s well-rounded and ready to thrive.
Murtaza Oklu, Owner, OMO Transfer
Develop Clear Role Expectations and Skill Parameters
In my experience as the CEO of a manufacturing company, a key suggestion for improving early career hiring would be to develop clear role expectations and skill parameters. For instance, a well-documented job description with explicitly outlined roles can help guide potential employees when applying. Further, understanding that a mechanical aptitude may not always equate with experience is also crucial. I’ve seen many fresh graduates who, while they may lack significant hands-on experience, demonstrate an impressive understanding of fundamental principles and high adaptability. These individuals can be valuable assets if given the right training and mentorship. Investing resources toward upskilling these early-career hires can have long-term benefits, often helping create a dedicated, successful workforce within the manufacturing sector.
Implement Hands-On Assessments
My suggestion for improving early-career hiring processes in manufacturing roles is to implement hands-on assessments as part of the interview process. While resumes and interviews provide valuable insights, practical tasks give candidates an opportunity to showcase their skills and problem-solving abilities in a real-world context. For instance, asking candidates to assemble a basic product or troubleshoot a mock production issue can reveal their technical aptitude and adaptability.
We recently hired an entry-level technician who excelled during a practical assessment involving a simulated assembly task. Despite minimal prior experience, their ability to quickly understand instructions and suggest improvements stood out. This approach not only ensures you identify the right talent but also helps candidates gain confidence in their skills, making the transition into the role smoother and more effective.
Daniel Reynolds, Director, DYNAMO LED DISPLAYS
Prioritize Skills-Based Assessments
One effective way to improve early-career hiring in manufacturing roles is to prioritize skills-based assessments over traditional qualifications. Many capable candidates may lack formal degrees but possess hands-on skills and mechanical aptitude that directly apply to the role. We’ve seen success by incorporating practical skills tests during the hiring process, such as task-based evaluations that mirror on-the-job responsibilities.
Additionally, creating mentorship opportunities within the first few months of employment can significantly impact retention and performance. Pairing new hires with experienced team members provides both guidance and real-time feedback, helping them adapt to the work environment faster. This approach not only builds a stronger workforce but also fosters a culture of continuous learning, which is essential in the evolving manufacturing landscape.
Ryan Moore, Founder & CEO, Pheasant Energy
Host Skill-Building Workshops
Hosting skill-building workshops before hiring gives candidates a chance to get hands-on with the core skills required for manufacturing roles, like machine operation or safety protocols. These workshops provide valuable insight into their practical abilities, helping employers gauge how well they’d perform in the role.
More importantly, it offers candidates a sneak peek into the company culture and work environment. It turns the hiring process into a two-way learning experience, benefiting both sides. Also, it’s a great way to engage early career talent and ensure they’re ready to hit the ground running.
Nick Marshall, General Manager, Window Factory
Invest in Shared Potential
I believe investing in shared potential is the best way to make early-career hiring better. I’ve found that teamwork is often a harbinger of success in manufacturing where roles are networked. When you’re hiring, I suggest exploring ways to watch how applicants engage with others, even during small group activities.
For instance, assigning a problem-solving challenge to a select number of applicants can tell you who listens, speaks clearly, and works towards common initiatives. In one hiring initiative, employees who learned collaborative skills through these activities performed 25% better in team-based jobs upon onboarding. It’s a good way to identify those who will benefit the team and are not necessarily viewed on the interview side of the equation.
Caleb John, Director, Exceed Plumbing
Create a Cultural Fit Assessment Tool
Creating a cultural fit assessment tool can make a huge difference when hiring for manufacturing roles. This tool would help evaluate whether candidates have the right teamwork, communication, and problem-solving skills to succeed in a fast-paced, collaborative environment. It ensures that new hires can thrive in the specific culture of your company from the get-go.
You’ll be able to spot candidates who align with your values and work dynamics, making the transition smoother. The goal is to ensure that those hired don’t just fit the job description but also the team’s vibe. This can improve retention and boost overall team cohesion in the long run.
John Grant, Founder and CEO, Premier Bidets
Introduce Simulated Work Challenges
One way to improve early career hiring for manufacturing roles is by introducing simulated work challenges. These hands-on tasks can mimic the actual challenges candidates will face on the job, giving you a better idea of their problem-solving skills and attention to detail. During interviews, candidates can dive into these challenges, showing you more than what’s on their resume. It’s a fun and engaging way to see how they handle pressure and think on their feet. On top of that, it helps you find people who are ready to thrive in the real work environment. These challenges create a more dynamic hiring process and ensure a great fit for the role.
Adopt Advanced Security Technologies in Training
Early career hiring in manufacturing can be significantly improved by adopting an approach similar to the one we’ve used. We’ve seen tremendous success by integrating advanced security technologies into our training processes. By incorporating technology early, employees quickly adapt to industry tools, making them valuable from day one. Encourage potential hires to engage with industry-specific tools during their training or internships.
Additionally, weaving safety and responsiveness into the fabric of onboarding can make a difference. In our line of work, quick, decisive actions are crucial. Translating this urgency into manufacturing roles can improve job preparedness. Mock drills or simulations during onboarding that encourage problem-solving can improve their capability to handle real-world manufacturing challenges efficiently.
Moe Shariff, Business Owner, American S.E.A.L Patrol Division LLC
