Manufacturing in the US is heading toward a major workforce challenge. About 1.9 million jobs could go unfilled within the next 10 years. This will leave thousands of businesses scrambling to replace skilled talent.
Fewer people are entering the industry. In fact, according to a National Association of Manufacturers’ (NAM) survey, attracting and retaining employees is the biggest business challenge. The number of retirements is outpacing new hires, creating a widening gap.
This isn’t just a numbers game. The loss of experienced workers will also take decades of knowledge with them. Without proper training, newer employees will struggle. The result? Lower productivity, higher turnover, and increased safety risks on the factory floor.
Manufacturers don’t have to wait for the crisis to get worse. There are ways to attract new workers and prepare them to fill the next roles. The key is to act now, before the gap grows wider.
In this article, we’ll explore the root of this problem and offer realistic solutions to overcome it. Let’s dive in.
The growing labor crisis in manufacturing
The manufacturing sector is experiencing a significant demographic shift. A substantial portion of its workforce is nearing retirement age, leading to a surge in retirements. This trend is creating a void that is challenging to fill with younger workers.
This presents a deadly cocktail of issues that could have long-term effects on not just the industry, but the economy as a whole:
- Increased operational costs and inefficiencies: A shortage of skilled workers can lead to increased operational costs. Manufacturers may need to invest more in overtime pay, temporary staffing, or expedited training programs.
- Higher risk of workplace accidents: When there aren't enough experienced workers, companies might rush training processes to fill gaps quickly.
- Loss of tribal knowledge: Veteran employees often hold invaluable "tribal knowledge"—insights and expertise gained through years of experience. As these workers retire without proper knowledge transfer, this critical information is lost.
But how did we get here? The problem is two-fold.
The skills problem: a new talent pool isn’t ready
Over the past few decades, there has been a noticeable decline in vocational training and apprenticeship programs. High schools often emphasize four-year college degrees, steering students away from trades. This shift has resulted in fewer young people acquiring the skills necessary for manufacturing careers. Consequently, the pipeline of qualified workers entering the industry has diminished.
On the other hand, automation and robotics are transforming the manufacturing landscape. While these technologies handle repetitive tasks, they also create a demand for workers skilled in operating and maintaining advanced machinery. However, this shift requires a workforce with different competencies, and the current labor pool may not possess these specialized skills.
The perception problem: why young people are avoiding manufacturing
Manufacturing jobs have long suffered from a negative image among younger generations. Many perceive these roles as monotonous and lacking advancement opportunities. This misconception deters potential talent from considering careers in manufacturing, exacerbating the workforce shortage. Despite modern advancements making manufacturing environments cleaner and more technologically advanced, these outdated perceptions persist.
How to attract new talent to manufacturing
Changing perceptions of the industry
Manufacturing has evolved far beyond the traditional assembly line. Advanced robotics, AI-driven automation, and data analytics are now core to modern operations. These innovations create opportunities for workers to develop technical skills that will remain relevant for decades.
Despite this, many young job seekers still associate manufacturing with outdated, repetitive labor. Companies must actively reshape this perception to highlight the industry's technological advancements and long-term job security.
On the other hand, manufacturing careers offer strong earning potential. According to the Bureau of Labor Statistics, the median annual wage for manufacturing jobs is higher than the median wage across all industries. Additionally, career progression is often faster than in other fields, with many employees advancing from entry-level roles to leadership positions within a few years. Companies need to communicate these benefits clearly to job seekers who may not realize the financial and professional stability manufacturing offers.
Building a talent pipeline through education and training programs
Many students graduate without exposure to manufacturing careers. Companies should work with schools to introduce students to industry opportunities through guest lectures, career fairs, and hands-on workshops. Establishing relationships with educators can help ensure that manufacturing is presented as a viable career path.
Furthermore, a lack of experience often prevents young workers from entering the industry. Apprenticeships and internships allow students and career changers to gain practical skills while earning a paycheck. Structured programs can serve as a direct pipeline for hiring new talent while providing them with the training they need to succeed.
Using video to engage and recruit younger generations
Traditional hiring methods no longer resonate with younger job seekers. They want to see workplaces in action, hear from real employees, and get a sense of company culture before applying.
Video is the most effective way to meet these expectations. It brings manufacturing to life, making it more relatable and appealing. And the younger generation wants more of them. In fact, according to our Science of Great Video research report, 40% of Gen Z employees prefer short training videos.
Besides, job postings that have videos attached to them have 34% higher application rates than those that don’t.
Here’s how companies can use video to attract the next generation of talent.
Behind-the-scenes factory tours to show innovation and technology
Most people have never seen a modern manufacturing facility in action. Video can provide a glimpse into high-tech factories, showcasing automation, robotics, and the people behind production.
A well-produced virtual tour can replace outdated perceptions with a compelling vision of a high-tech, forward-thinking industry.
Employee testimonials that highlight career progression and job satisfaction
Job seekers trust firsthand experiences from current employees. Companies can create video testimonials featuring workers who have grown within the organization. These videos should highlight career advancement, skill development, and the impact of their work.
By sharing real employee stories, manufacturers can inspire job seekers to see the industry as a place for long-term growth.
Social media recruitment campaigns targeting younger audiences
Younger job seekers spend significant time on platforms like TikTok, Instagram, and LinkedIn. Companies should create short, engaging recruitment videos optimized for social media. These could include "day in the life" clips, Q&A sessions with employees, and fast-paced visuals highlighting workplace culture. The goal is to meet potential workers where they already spend their time.
Video job descriptions that give candidates a realistic view of the role
Text-based job descriptions often fail to capture the full scope of a role. A short recruitment video can visually explain job responsibilities, showcase the work environment, and introduce team members.
This transparency helps attract candidates who are a strong fit for the role and reduces the likelihood of early turnover due to mismatched expectations.
Preserving expertise before it’s lost
Manufacturing is built on decades of hands-on experience, much of it undocumented. As veteran employees retire, they take with them valuable knowledge that cannot be easily replaced. Without a strategy to capture their expertise, companies risk losing insights that have shaped their operations for years.
The key is to be proactive.
By documenting best practices, leveraging video for knowledge transfer, and creating mentorship opportunities, manufacturers can ensure critical expertise remains within the company. Here’s how.
Documenting tribal knowledge before retirement waves hit
Long-term employees carry expertise that can’t always be captured in manuals. They troubleshoot machinery, solve unexpected issues, and refine workflows through years of experience. With a significant portion of manufacturing workers set to retire within the next decade, businesses must act quickly to preserve this knowledge.
A structured approach is key. Companies should document essential processes like machine maintenance and quality control, ensuring SOPs are updated and accessible. However, written guides aren’t enough—video is a more effective way to capture complex skills in action.
Veteran workers are often willing to share their expertise, but they need the right platform. Manufacturers should create structured knowledge-sharing initiatives, encouraging mentorship, recorded training sessions, and hands-on demonstrations. Recognizing and incentivizing these efforts will help ensure critical knowledge stays within the organization.
Using video as a tool for knowledge retention
Some skills are best learned by watching, not reading. Video allows experts to demonstrate complex tasks in a way that is easy to follow and retain. By recording step-by-step tutorials, manufacturers can build a lasting knowledge base for new hires. These recordings should go beyond instructions, explaining why tasks are done a certain way.
Troubleshooting skills are often undocumented, yet they are some of the most valuable insights senior workers possess. Recording real-time problem-solving sessions helps capture this expertise before it’s lost.
A well-organized video library ensures employees can quickly find the information they need. Searchable, indexed training content makes knowledge accessible, while AI-powered search tools can further streamline learning.
Implementing phased retirement and mentorship programs
Losing experienced workers overnight creates gaps that are hard to fill. A phased retirement approach allows senior employees to transition into part-time consultancy roles, ensuring a smoother transfer of expertise. They can assist with training, process improvements, and mentoring the next generation.
Mentorship programs are key to preserving knowledge. Pairing seasoned employees with younger workers enables hands-on learning and skill development. Video can enhance this by capturing expert insights, making mentorship scalable across teams and locations. A structured approach ensures that critical expertise remains within the company, even after senior employees retire.
Conclusion
By reshaping how manufacturing is perceived, companies can attract fresh talent and build a strong pipeline for the future. Investing in education, apprenticeships, and mentorship programs will help bridge the skills gap.
Preserving expertise is just as critical. When senior employees retire, they take decades of knowledge with them. Manufacturers must be proactive in capturing and transferring this knowledge before it’s gone. Video is a powerful tool in this process. It makes training more effective, helps recruit the next generation of workers, and ensures that vital expertise is never lost.
With VEED, manufacturers can create high-quality training videos, record step-by-step tutorials, and build a searchable video knowledge base. Whether it's documenting expert insights, creating engaging recruitment content, or improving training programs, VEED facilitates start to finish video creation with low barriers to entry. Some tools include:
- Online screen recorder: you can easily record both your screen and face, making it incredibly easy to create talking head videos.
- Misc. editing capabilities: all the features you need to make your videos look professional, without needing professional-level skills.
- Auto subtitles: 98% accurate subtitles for crystal-clear messaging, which is perfect for loud factory environments.
- Translate: multi-language subtitle translation and dubbing to engage and inform a diverse workforce.
- Brand kit: customizable Brand Kit to maintain a professional look across all videos.
- Edit by text: make changes by editing your transcript—cut, adjust, or refine with ease.
The challenges ahead are real, but so are the solutions. The companies that embrace new approaches, invest in their people, and leverage tools like video will be the ones that thrive in the next era of manufacturing. The time to act is now.
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