Skilled workers are out there—but many businesses unknowingly push them away with clunky applications, vague job descriptions, and long waits. The best candidates don’t stick around for broken processes—they move on. Here’s how to attract the talent you need by making a few smart, simple changes.
Finding and keeping skilled workers in manufacturing has never been more important—or more challenging. You might think it’s just about the labor shortage, but often it’s your own hiring process that’s scaring the best people off. If your application feels like a chore or your job ads don’t speak clearly, qualified candidates won’t hang around. Let’s start by looking at how your hiring experience may be driving workers away before they even apply.
Great Candidates Aren’t Waiting Around—They’re Walking Away
Imagine this: you post a job online. You get a few applicants, but none quite right. Meanwhile, good candidates are browsing, comparing, and clicking “apply” elsewhere. Why? Because your process feels outdated and frustrating—whether you realize it or not. Skilled workers, especially in manufacturing, aren’t desperate. They have options. And if your hiring process makes them jump through hoops or leaves them hanging, they don’t wait—they move on.
A lot of businesses believe the labor shortage is the main problem, but it’s really about candidate experience. One manufacturer, for example, had an application that required printing, filling out by hand, scanning, and emailing back. In 2024, that’s like asking someone to fax a resume. Unsurprisingly, the number of applications was low—and those who applied often gave up halfway.
Or think about the common scenario where a candidate fills out a long form, only to be asked to re-upload their resume and cover letter multiple times. That’s frustrating and feels like the company is wasting their time. The good candidates recognize this and don’t bother finishing.
Here’s the truth: your hiring process is often the first impression you give of your company. If it’s slow, confusing, or difficult, it sends a message—whether you mean to or not—that you don’t value the candidate’s time or experience. And that’s a huge turnoff.
To get ahead, treat your hiring like you treat a customer buying your product. Is it easy? Fast? Clear? If the answer is no, you’re likely losing great workers before the conversation even starts.
Practical example: One small manufacturer switched from a paper-based application to a simple, mobile-friendly form that took less than five minutes to complete. Within weeks, they saw a 30% increase in qualified applicants—and fewer complaints about the process.
Your takeaway here is clear: make it easy and fast to apply. Test your own process on a smartphone, time yourself, and ask a few trusted people to try it out. If they get stuck or frustrated, you know where to start fixing.
1. Your Job Postings Are Confusing or Uninspiring
If your job ads sound like a boring checklist, you won’t excite anyone. When candidates read a laundry list of “must-haves” and “responsibilities” without understanding what their day actually looks like or what success means, they quickly lose interest. Saying things like “fast-paced environment” or “competitive salary” doesn’t cut it anymore—these phrases have become white noise.
Workers want to see what their workday would feel like. They want to know the impact they’ll make and if there’s room to grow. Imagine reading two ads for a machine operator role: one says, “Operate equipment and meet production goals,” while the other says, “Run cutting-edge CNC machines, work closely with your team to produce precision parts that keep our local industries moving, with clear steps to grow into a lead operator role.” Which one grabs your attention? The second one does, hands down.
Here’s a tip: include a quick “day in the life” paragraph and be transparent about pay ranges. Even better, explain what success looks like after three or six months. This kind of clarity helps candidates picture themselves in the role and reduces guesswork.
Example: A manufacturing company rewrote their maintenance technician job ad to include, “Your first 30 days will focus on mastering our equipment and safety checks. Within six months, you’ll lead weekend maintenance shifts and start training apprentices.” This change alone boosted candidate engagement by 40% because people understood the role’s rhythm and possibilities.
2. Your Process Is Too Slow—And It’s Costing You Talent
Nothing kills interest faster than waiting around. If your hiring process drags on, candidates move on, especially the skilled ones. Sometimes, businesses don’t realize how long their process is: one week to reply to resumes, two weeks to schedule interviews, and yet another week to make an offer. By that time, the candidate is probably already working elsewhere.
Think of the interview process as your company’s first handshake. A slow, unorganized process says you’re not ready or don’t value people’s time. On the other hand, a smooth, quick process shows respect and professionalism.
Set clear expectations. For example, tell candidates upfront: “We aim to complete interviews within 7 business days and make an offer within 3 days after that.” Then, stick to it. Even if you’re still deciding, keep candidates updated—no silence, no guessing.
Example: One manufacturing firm cut their average hiring timeline from 30 days to 10 by scheduling interviews on fixed days and using phone interviews to speed up screening. This simple change helped them land top candidates before competitors even got their applications in.
3. You’re Not Showing a Path Forward—So They See a Dead End
Candidates want more than a paycheck. They want to grow, learn new skills, and move up. If your hiring materials or conversations don’t mention training, career paths, or development opportunities, candidates assume none exist—and move on to places that do.
Growth isn’t always about a fancy title. It can mean more responsibility, better pay for better work, or learning new skills. If you don’t share this, your job looks like a dead end.
A practical step is to create a simple career path graphic or outline. Even if you don’t have a formal program, showing candidates what “junior operator” to “lead operator” or “team supervisor” looks like signals you’re invested in their future.
Example: A mid-sized manufacturer started including a career progression chart in their job postings, showing how employees typically advance in 1-3 years. This transparency made a difference, increasing their acceptance rate by 20% because candidates felt confident about long-term opportunities.
4. Your Application Process Isn’t Built for Today’s Worker
Most workers apply on their phones, but many businesses still have clunky, desktop-only application systems. If candidates struggle to upload documents or need to create accounts with multiple passwords, they drop out. The process should be as simple as ordering takeout—fast and mobile-friendly.
Try applying yourself on your phone. If you get stuck or annoyed, so will your candidates.
Example: One company discovered that 75% of their applicants started but didn’t finish because the form wasn’t mobile-optimized. Switching to a mobile-first platform reduced drop-off rates dramatically and increased completed applications.
5. Trial-to-Hire Could Be Your Secret Weapon
Candidates sometimes hesitate to quit their current job for a new one because they worry it won’t be a good fit. Trial-to-hire programs let both sides test the waters without full commitment. This approach is especially helpful for skilled trades or specialized roles.
If you’re unsure about a candidate’s fit, try a 30- or 60-day paid trial period. It reduces risk for both you and the worker and builds trust early on.
Example: A local manufacturer offered trial-to-hire for welding roles. Candidates appreciated the chance to prove their skills, and the company reduced early turnover by 40% because new hires had a clearer sense of fit before committing full-time.
You Don’t Need to Overhaul—Just Modernize
Here’s the good news: you don’t need to replace your entire system or invest in expensive software. Small, smart improvements make a big difference. Clear job ads, faster responses, and respecting candidate time can put you ahead of many competitors.
Ask a friend or someone outside your company to apply for your job and give honest feedback. Use their insights to spot friction points and fix them.
3 Clear, Actionable Takeaways
- Make applying easy and fast—especially on mobile. Test your process yourself. If it takes more than 10 minutes or asks for the same info twice, it’s time for a change.
- Be honest and clear about the job, pay, and path. Share what the day looks like, what success means, and where the role can lead.
- Set a hiring timeline and stick to it. Fast and respectful communication wins candidates.
Common Questions About Fixing Your Hiring Process
Q1: How can I rewrite my job ads to attract more skilled workers?
Focus on clarity and storytelling. Describe a typical day, key challenges, and how success looks. Include pay ranges and career growth paths. Avoid generic buzzwords.
Q2: What’s the quickest way to speed up my hiring process?
Set fixed interview days, use phone screens for early rounds, and communicate timelines clearly to candidates. Regular updates prevent drop-offs.
Q3: How do I test if my application process is too complicated?
Try applying on a phone yourself or ask someone unfamiliar with your company to apply. Note where they get stuck or frustrated.
Q4: Can small businesses really offer trial-to-hire programs?
Yes, even small manufacturers can offer short paid trial periods. It builds trust, reduces hiring mistakes, and attracts more candidates.
Q5: What if I don’t have formal career paths yet?
Start simple. Outline possible next steps in the job posting or interview. Focus on learning opportunities and additional responsibilities to show growth potential.
Getting skilled workers doesn’t have to be a mystery or a headache. With a few straightforward tweaks, you can make your hiring process smoother, faster, and more appealing—without overhauling everything. If you want to start today, pick one fix, like testing your application on mobile, and build from there. The best candidates notice the difference—and so will your bottom line.
Need help making these changes? Let’s chat and find the easiest wins to get you the talent your business needs.