Why Manufacturing Vacancies Remain Difficult to Fill
The US manufacturing sector could need as many as 3.8 million new workers between 2024 and 2033. Without stronger talent pipelines, up to 1.9 million of those jobs could go unfilled.¹
Those numbers aren’t just long-term projections. They’re already reflected in what many manufacturers are experiencing today. In the 2026 First Quarter Manufacturers’ Outlook Survey, manufacturers reported an average vacancy rate of 4.1 percent, and nearly one in four companies said more than 5 percent of their positions were vacant.²
If you’ve noticed that some manufacturing roles are much harder to fill than others, you’re not imagining it. Hiring has improved for many entry-level production positions compared to the labor shortages of a few years ago. Skilled roles such as CNC machinists, maintenance technicians, welders, and machine operators, however, continue to be difficult to fill in many markets.
Why Some Manufacturing Vacancies Stay Open Longer
There isn’t one reason manufacturing vacancies remain difficult to fill. Several workforce trends are happening at the same time, and each one affects hiring differently.
The Skills Employers Need Have Changed
Manufacturing looks very different than it did 10 or 20 years ago. Automation, CNC equipment, robotics, and digital production systems have become part of everyday operations in many facilities.
Employers aren’t simply looking for someone to fill a shift. They’re often looking for candidates who can troubleshoot equipment, work with automated systems, maintain quality standards, or adapt to new technology.
That changes the hiring process. A company may receive plenty of applications but still struggle to find candidates with the right experience for the job.
Experienced Workers Are Retiring
Many manufacturers are replacing employees with decades of hands-on experience.
When experienced machinists, maintenance technicians, or production supervisors retire, they take years of practical knowledge with them. Replacing that experience isn’t always as simple as hiring someone new. In many cases, employers need time to train and develop the next generation of skilled workers.³
Manufacturers Are Competing for the Same Skilled Workers
Today’s skilled tradespeople have more options than many employers realize.
Industrial maintenance technicians, welders, electricians, and other skilled professionals may receive offers from construction companies, energy employers, transportation firms, and other industries, not just manufacturers.
That means employers are often competing for the same talent pool, even when they aren’t competing with another manufacturing company.
Not Every Manufacturing Vacancy Is the Same
One mistake employers often make is treating every manufacturing vacancy the same. Hiring strategies that work for entry-level production positions aren’t always effective for specialized technical roles.
Many employers report receiving more applications for entry-level production jobs than they did during the labor shortages of 2021 through 2023. Skilled manufacturing positions, however, remain much more competitive because fewer qualified candidates are available.
Recognizing that difference helps employers set realistic hiring expectations and choose recruiting strategies that match the position they’re trying to fill.
What Helps Manufacturers Fill Vacancies Faster
While every hiring situation is different, manufacturers that consistently reduce time to fill often share several hiring practices.
They Recruit Before They Have an Opening
Waiting until someone resigns to begin recruiting usually means starting from scratch.
Manufacturers that build relationships with candidates throughout the year already have people to contact when positions become available. That shortens the hiring process and reduces the time critical roles stay open.
They Don’t Rely Only on Job Boards
Posting a job is important, but it’s rarely enough for skilled positions.
Many experienced manufacturing professionals aren’t actively searching job boards every day. They’re already employed and may only consider changing jobs if the right opportunity comes along.
That’s why referrals, community relationships, industry connections, and ongoing recruiting remain valuable sources of qualified candidates.
They Move Quickly When They Find a Qualified Candidate
Skilled candidates rarely stay available for long.
A slow interview process, delayed communication, or waiting several weeks to make an offer can give another employer the opportunity to hire that candidate first.
Moving efficiently doesn’t mean rushing a hiring decision. It means removing unnecessary delays once you’ve identified someone who fits the role.
They Invest in the People They Already Have
Hiring is only one part of building a reliable workforce.
Manufacturers that invest in training, career development, cross-training, and employee retention often spend less time filling vacancies because fewer positions become available in the first place.
Developing employees internally also helps fill higher-skilled positions that are difficult to recruit for externally.
Why Local Workforce Knowledge Matters
National workforce trends explain part of the hiring picture, but hiring decisions are made locally.
The number of qualified candidates, competition from nearby employers, and even commuting patterns can vary from one Montana community to another. A recruiting strategy that works well in one market may not deliver the same results somewhere else.
Understanding local workforce conditions helps manufacturers make better hiring decisions instead of relying solely on national labor market trends.
Let LC Staffing Help You Hire More Effectively
Filling manufacturing vacancies takes more than posting another job online. It requires access to qualified candidates, local market knowledge, and a hiring strategy that reflects today’s workforce.
For more than 40 years, LC Staffing has built the sourcing networks and industry relationships that help manufacturers connect with qualified talent across Montana and the broader Mountain West. If manufacturing vacancies are slowing your operation, connect with us today to discuss your hiring goals and how we can help you fill critical roles faster.
References
- Manufacturing Institute and Deloitte. “2024 Manufacturing Industry Workforce Study.” The Manufacturing Institute, 2024, themanufacturinginstitute.org/manufacturers-need-as-many-as-3-8-million-new-employees-by-2033/.
- National Association of Manufacturers. “Q1 2026 Manufacturers’ Outlook Survey.” NAM, Mar. 2026, nam.org/2026-first-quarter-manufacturers-outlook-survey/.
- McKinsey & Company. “Remaking an Efficient, ROI-Driven Manufacturing Workforce.” McKinsey & Company, 2 July 2025, www.mckinsey.com/industries/aerospace-and-defense/our-insights/investing-in-the-manufacturing-workforce-to-accelerate-productivity.