How Workforce Management in the Manufacturing Industry Solves Recruitment Challenges Effectively
HR managers in manufacturing face heavy responsibilities. From high turnover and skill shortages to tight production deadlines, their workload is overwhelming. Many juggle compliance, staffing, and training all at the same time, leaving them stretched thin.
The good news is there’s a clear path forward. By shifting from being overworked to being efficient, HR leaders can make recruitment easier. This change will help them be more strategic and focused on long-term success.
If you’re an HR Manager, this blog is for you. Read further to discover the top recruitment challenges in the manufacturing industry and the strategies you can use to overcome them.
Understanding the manufacturing industry’s recruitment challenges from the HR perspective
There is a big skills gap in the manufacturing industry because many workers choose jobs abroad. This makes traditional hiring methods less effective, especially with the high workforce demand in local manufacturing companies.
A blog by TOTC Inc. on Overcoming Recruitment Challenges says that HR professionals face many issues. But they solve these problems with proper workforce planning. They also use modern tools like recruitment management systems.
However, recruitment strategies differ across industries. For manufacturing, it’s best to apply customized solutions that address its unique needs.
Here are three key challenges to watch out for:
Skills Gap in the Manufacturing Industry
This challenge is often caused by an aging workforce, fast technological changes, and negative views of the industry. When HR struggles to find workers with the right technical and digital skills, it leads to inefficiencies, higher costs, and slower business growth.
Risks of High Worker Turnover Rate
A high turnover rate often comes from poor management, lack of career growth, and weak employee benefits. This leads to burnout and resignations, forcing companies to spend more on constant recruitment and training.
Seasonal Manpower Demand Fluctuations
During peak seasons, the demand for qualified workers rises sharply. For example, factories need more staff during Christmas when demand for products like hams increases. This forces manufacturers to adjust operations.
For hiring managers, the challenge is finding the right people quickly without disrupting production or overloading existing employees.
Now that we’ve looked at the challenges HR teams face, let’s focus on the problems job seekers have in manufacturing.
Beyond addressing company challenges, it’s important to understand workers’ struggles. This way, recruitment solutions can be better aligned and more effective for both employers and employees.
Hidden Struggles of Filipino Manufacturing Workers (and What It Means for HR Managers)
For manufacturing workers, the economy affects their ability to find good jobs in this field.
According to a study by the IBON Foundation, the lack of decent jobs and the gap in available manufacturing positions show the urgent need for a strong national industrialization strategy to create quality employment for the growing population.
To understand this better, here are some key reasons why many manufacturing workers in the Philippines continue to struggle.
- Decline in manufacturing jobs
The manufacturing sector is important for the country’s economic growth and job creation. However, it has faced major losses recently. More than half a million jobs were lost, dropping from 3.7 million to 3.3 million, with the steepest decline in semiconductors and electronics.
This decline may be linked to US trade restrictions and the country’s focus on low-value parts of global production.
- Deteriorating quality of work
Work conditions in the manufacturing industry have steadily declined. In 2024, full-time employment fell by 25 percent, from 32.2 million to 31.4 million.
By April 2025, underemployment increased by 7 percent. This happened not because workers wanted more income, but because there were few job opportunities. This made them less likely to look for extra work.
Now, let’s shift our focus to the point of view of HR professionals.
Manufacturing recruitment challenges from the lens of HR Professionals
Behind every successful manufacturing operation is an HR manager juggling multiple roles. Beyond recruitment, HR must ensure workplace safety, handle labor relations, and meet urgent hiring needs during production spikes. Manual tasks, like reviewing hundreds of resumes, only add to their heavy workload.
Constant pressure can lead to burnout, leaving little time for strategic workforce planning.
- Many manufacturing companies struggle to find candidates with the right technical and digital skills, leading to unfilled positions and increased workload for existing employees.
Negative perceptions about the manufacturing sector, such as it being low-paying or labor-intensive, make it harder to attract qualified candidates.
Even when candidates are available, their skills may not align with the specific requirements of modern manufacturing processes, especially with new technologies being adopted.
High demand for skilled workers across industries forces HR to compete with other companies, making recruitment slower and more challenging.
10 Important Signs Your Business Need a Workforce Partner
A workforce partner does more than just fill jobs. They help you hire, keep, and manage workers more effectively. But how do you know when you need one?
READ MORE
Shifting to Recruitment Efficiency: 7 Essential Steps in the Manufacturing Hiring Process
Step 1: Identify the skills you require
Pinpoint manufacturing skills and experience required for production, technical, or operational roles.
Step 2: Craft a compelling job description that fits the role
Write clear, attractive descriptions to draw qualified candidates.
Step 3: Start the talent search
Use recruitment sites for your job postings, leverage industry networks, and collaborate with a reliable local cooperative company that provides manpower for manufacturing to find talent.
Step 4: Talent screening and shortlist
Filter job applications and conduct initial assessments.
Step 5: Conduct an interview
Evaluate candidates through interviews, skill tests, or practical exercises.
Step 6: Make a job offer
Present competitive packages, discuss arrangements according to work environments, and negotiate terms.
Step 7: Onboarding process
Provide equipment training, safety guidance, and team integration.
Crafting Effective Hiring Strategies for the Manufacturing Industry to Strengthen Talent Acquisition
Until the labor shortage is resolved, unfilled manufacturing jobs are projected to cause a significant loss to the Philippines’ Gross Domestic Product, as the sector remains one of the country’s key economic contributors.
Here are some strategies Netsuite suggested that can help in hiring manufacturing workers:
- Launch an Employee Referral Program: Employees already understand the work environment and the skills needed to succeed. By encouraging them to refer qualified candidates, you can cut recruitment costs, hire faster, and boost retention.
- Recognize What Job Seekers Value the Most: Younger workforce today looks for more than just a paycheck. Competitive salaries matter, but so do benefits, flexible schedules that support work-life balance, clear paths for career growth, and a positive workplace culture.
- Build a Strong Employer Brand: Showcase your company’s culture by sharing employee testimonials, success stories, and your core values. A strong employer brand not only draws in qualified candidates but also sets you apart from competitors.
- Level Up Your Job Posts: Shifting your mindset from “listing” to “marketing.” Treat each job post as an ad that sells the role, highlights growth opportunities, and showcases why your company is a great place to work.
- Strengthen Your Workplace Culture: Highlight that manufacturing is about people as much as processes. Focus on building teamwork, supporting a healthy work-life balance, and creating an environment where employees feel valued and connected.
Empower Your Business with Kabraso’s Skilled Manufacturing Talent
The manufacturing industry is evolving tremendously. With new technologies, changing roles, and rising demand for skilled professionals, companies need reliable manufacturing talent to stay efficient and competitive.
At Kabraso Multi-purpose Cooperative, we connect businesses with a wide talent pool of candidates to keep manufacturing operations running smoothly. With over a decade of industry experience, we provide workforce solutions and services ranging from production management to toll manufacturing. Partner with us to build a stronger, future-ready manufacturing team!
Conclusion
The shift from overworked to efficient may feel challenging, but it’s absolutely possible. By tackling manufacturing recruitment challenges, easing the HR manager workload, and focusing on recruitment efficiency, HR leaders can take control of the process. Combined with unique hiring strategies and collaboration with a workforce partner, these efforts lay the foundation for lasting success.
For HR managers in manufacturing, the way forward is clear: adopt modern tools, apply smarter strategies, and invest in workforce planning.
Strengthen Your Manufacturing Workforce Management with Kabraso Multipurpose Cooperative
Recruitment is only the beginning. In manufacturing, lasting success comes from strong workforce management—and that’s where we excel. As your trusted manpower, we deliver the right people and solutions to help your business stand out in the competitive market.
CONTACT US TODAY