Today’s manufacturing industry is about much more than production lines and factory floors. Industry 4.0 has been transforming the industry—and its talent needs—for nearly two decades. For several reasons, including a shortage of AI skills, many firms are not making this shift as quickly as planned. That’s a worry, considering that the transition to Industry 5.0 is already emerging.Companies across the industry’s many subsectors—including automotive, chemicals, electronics, food and beverage, and machinery—continue to modernize and digitize their operations, expand automation, enhance system connectivity, and adopt advanced technologies such as AI and machine learning, robotics, digital twins and additive manufacturing (3D printing) to drive efficiency and innovation.Manufacturers’ ongoing shift to Industry 4.0 technologies is increasing demand throughout the industry for highly skilled workers in areas like engineering, data analytics and cybersecurity. Sustainability practices such as green manufacturing and renewable energy production are creating manufacturing jobs requiring specialized skills. Meanwhile, trends like reshoring and improving supply chain resiliency are prompting businesses to move manufacturing operations back to the U.S.The need for skilled professionals to help manufacturing firms manage logistics, implement and maintain advanced technology systems, optimize processes, and meet evolving business demands is growing. Research for the 2025 Salary Guide from Robert Half found that manufacturing is one of the hottest industries for finance and accounting and legal professionals to find jobs. For example, as the manufacturing industry navigates supply chain price volatility, many firms are looking for professionals with the expertise to help them maximize their cash flow by negotiating more favorable supplier terms, increasing procurement cost-efficiency, optimizing inventory management, and more.However, for many manufacturing firms, securing in-demand talent for any business function is far from easy. In the latest Executive Perspectives on Top Risks survey from global consulting firm Protiviti, a Robert Half subsidiary, the ability to attract, develop and retain talent ranks second among the top 10 near-term risks for manufacturing and distribution executives. They also cited this issue as their top macroeconomic concern looking out to 2035.With that in mind, here’s a closer look at hiring challenges in the manufacturing industry, along with some recommendations for job seekers aiming to build a career in this sector.
Employment Trends Spotlight: Manufacturing Industry
Millions of manufacturing jobs to be staffed—if employers can find candidates
The shortage of skilled talent is a key concern for most business leaders in manufacturing. According to a roundup of industry data compiled by the National Association of Manufacturers, there were 462,000 manufacturing job openings in the U.S. in January 2025. And if the job creation projections NAM cites are on target, 3.8 million manufacturing jobs will need to be staffed over the next decade due to factors such as industry growth and a wave of baby boomer retirements. NAM notes that 1.9 million of those jobs are expected to be unstaffed, unless the industry can inspire more people to pursue modern manufacturing careers.Those dynamics—growth and employee attrition—are already influencing hiring decisions for many firms. In a Robert Half survey, 58% of employers in the manufacturing industry said they are expanding their teams in 2025 and hiring for both new and open positions. Of those employers, 63% pointed to company growth as a top driver for their hiring activity, while 50% cited employee turnover.As for turnover, this is already a concern for manufacturers. More than one in four manufacturing employers (27%) in a Robert Half survey said they expect voluntary turnover at their company will either increase or stay the same in the year ahead. And it’s not just hourly workers that manufacturers could be at risk of losing. Separate research and analysis from the Manufacturers Alliance found that salaried workers in the industry left at higher-than-expected rates in 2023, with 61% of manufacturers reporting that they saw an average voluntary turnover rate between 5.1% and 10% among these workers.Another reason for employee attrition, which is not unique to the manufacturing industry, is the growing number of baby boomer retirements. Our workplace research shows losing employees to retirement is a top worry for 69% of manufacturing managers in 2025. And more than a third (35%) noted the retirement of key employees is creating succession planning challenges.
How employers in manufacturing can hold on to valued talent
The good news for manufacturers struggling to hire and retain in-demand professionals is that they can use various strategies to drive improvement in both areas. For example, they can:Invest in training and professional development: Providing continuous learning opportunities employees engaged and motivated. Offering training in new technologies like generative AI, advanced analytics and robotics can help ensure staff are equipped with relevant skills. This approach also helps manufacturers address skills gaps. Our research shows that 43% of employers in the industry are using reskilling as a strategy to solve this issue. A nearly equal percentage (40%) are upskilling staff.Implement succession planning: A focus on succession planning helps manufacturers ensure business continuity and minimize disruptions during leadership transitions. Identifying and developing high-potential employees for leadership roles also demonstrates to them that the company is committed to their career growth. There is room for employers to step up these efforts. In a Robert Half survey, 61% of managers in manufacturing said they don’t have a succession plan or replacement for their position should they leave the company or move into a new role.
Adapt to hiring freezes with contract professionals: When economic or business conditions delay full-time hiring, manufacturers can maintain operations by engaging experienced contract workers. These professionals help address urgent needs, fill temporary gaps, and sustain productivity—without the long-term commitment of permanent hires. This flexible staffing approach ensures essential functions continue smoothly during periods of limited full-time recruitment.Offering competitive compensation is also essential. Regular reviews of salaries, perks and benefits—whether annually or biannually—can help organizations stay ahead of shifts in the labor market, avoid falling behind on salary trends. The Salary Guide from Robert Half can help.Learn more about the value of using a flexible staffing strategy.
How job seekers can succeed at getting hired in manufacturing
The manufacturing industry is very diverse, with many subsectors, from electronics to textiles. Thus, the skills and experience needed to land a job in this industry will depend on what type of role a professional is aiming for and what company or subsector they’re targeting for employment. Even subsectors can have subsectors in this industry—for example, industrial machinery is a subsector of the machinery subsector.That said, here are some general tips to help manufacturing job seekers stand out to hiring managers:Gain hands-on experience and technical proficiency firstInternships or apprenticeships that involve work with machinery, CAD software, programming or CNC equipment can help shorten the path to getting hired for operational roles in manufacturing. Meanwhile, professionals seeking back-office jobs may want to gain exposure to systems widely used by manufacturers, like enterprise resourcing planning (ERP) platforms. Many firms are also on the lookout for professionals who can help them develop tools and processes for making data-driven sourcing decisions amid economic uncertainty.Showcase relevant skills and certifications for manufacturing jobsSkills in emerging technologies like AI and machine learning, robotics, and 3D printing can set job seekers apart, whether they aim to work on the shop floor or in functions like finance or IT. Earning certifications related to industry standards (e.g., Six Sigma, lean manufacturing) or technology-specific credentials shows a commitment to professional development and can give candidates an edge in the hiring and salary negotiation processes.Demonstrate problem-solving and adaptabilityWhether they’re vying for a front-line or back-office role in manufacturing, job seekers should underscore to hiring managers how they’ve improved processes, optimized workflows or addressed technical challenges in previous positions. Sharing examples that shine a light on critical thinking skills and the ability to make sound decisions under pressure can be compelling. Depending on their experience and skill set, some professionals may want to consider working as a consultant or project professional and lending their expertise to manufacturers for critical initiatives.
Stay in the know about trends that can impact hiring and employment in manufacturing
Access the Salary GuideWhile economic conditions can have a swift and sweeping impact on the state of hiring and employment in manufacturing, Robert Half’s workplace research indicates most organizations in the industry are recruiting skilled talent now or planning to do so in 2025.Employers in manufacturing can consult Robert Half’s Salary Guide for insight on how to compete for top talent effectively. Our guide can also be a valuable resource for professionals who want to understand the latest hiring trends in their profession and what type of salary they could earn for in-demand roles.
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