The Hiring Paradox in Advanced Manufacturing - Why Generic Recruitment Strategies Fail

Hiring in advanced manufacturing is caught in a paradox, and that word barely does it justice.

Here is the best illustration:

70% of employers in advanced manufacturing say they can’t find the talent they need – experts predict 2.1 million roles will be unfilled by 2030.

Yet, at the same time, companies are cutting jobs as AI takes over.

At the frontier, Xiaomi’s fully automated AI “lights-out factory” in Beijing runs around the clock, assembling one smartphone every second.

So, what is happening in advanced manufacturing recruitment?

The truth is, the game has shifted: it’s not headcount that matters, but skills count. Some jobs are becoming obsolete in real time, while new ones are being invented.

The challenge?

Technology has reshaped production, but talent strategies remain stuck in the past. Employers ignore the new realities: different skills, tougher competition, and shifting candidate expectations.

In this article, we break down seven workforce challenges shaping advanced manufacturing and why a more tailored recruitment approach is the only way forward.

Workforce Challenges in Advanced Manufacturing

Advanced manufacturing recruitment faces a crisis: Deloitte and The Manufacturing Institute project 2.1 million jobs may go unfilled by 2030. A shortage of emerging-tech specialists, an aging workforce, and outdated employer branding are only part of the picture.

These seven workforce challenges highlight why manufacturers must rethink how they attract and retain talent.

1. A shortage of emerging-tech talent

Roles like robotics engineers, automation specialists, and digital manufacturing analysts are in short supply. They’re highly specialized and often come from niche career paths.

Why generic hiring fails: Posting broadly on job boards rarely reaches these candidates, who often move within tight professional networks.

According to EARLALL (European Association of Regional & Local Authorities for Lifelong Learning), Advanced Manufacturing drives 15% of EU GDP and employs 30M people. With 20% of jobs requiring advanced expertise, manufacturers face growing talent shortages. In fact, 70% of employers report difficulties in finding the skills they need.

2. An aging workforce and the risk of lost knowledge

A large proportion of the skilled manufacturing workforce is nearing retirement.

Eurofound and Cedefop show EU workers aged 55+ rose from 23.8 million in 2010 to nearly 40 million in 2023, with manufacturing consistently older than the European average.

When they leave, they take years of process know-how with them.

Why generic hiring fails: Standard recruitment focuses on “replacement,” not knowledge transfer. Without a plan, valuable expertise simply disappears.

3. Intense competition from other sectors

Manufacturers are competing with technology companies, aerospace, and even renewable energy for the same engineers and data specialists. These sectors often offer more glamorous brands or better benefits.

Why generic hiring fails: Conventional salary benchmarking doesn’t highlight the exciting, tech-rich side of modern manufacturing, so candidates don’t see its full appeal.

4. Location and mobility challenges

Many advanced manufacturing plants are based in industrial clusters or smaller cities. That limits the local talent pool.

Why generic hiring fails: Offering “standard relocation packages” isn’t enough to persuade a specialist to uproot. Candidates want thoughtful mobility support, including housing, schooling, and community integration.

5. Gaps in diversity and inclusion

Manufacturing still struggles to attract women, younger workers, and more diverse backgrounds. That limits creativity and innovation.

Why generic hiring fails: Traditional recruitment doesn’t address perception issues or take steps to actively build diverse pipelines.

According to data from Deloitte and the World Economic Forum, women make up less than 30% of the advanced manufacturing workforce globally. The percentages are similar in the US and the EU.

6. The pace of technological change

In advanced manufacturing, skills can become outdated in as little as two or three years. Continuous learning is no longer optional- it is essential.

Why generic hiring fails: A transactional hiring process only looks at current requirements, instead of assessing adaptability and potential to grow with the role.

7. Outdated employer brand perceptions

Manufacturing is still often associated with hard, repetitive work, when in reality today’s facilities are clean, digital, and highly innovative.

Why generic hiring fails: Generic branding doesn’t counter outdated stereotypes or showcase the sector’s real career opportunities.

The factory floor has gone digital, but too many candidates still imagine smokestacks and oil stains.

Talent Needs Have Shifted. Are You Prepared?

People you’re looking for aren’t located in the same talent pools as before. Recruitment has to evolve, from simply filling vacancies to strategically sourcing people who thrive in a constantly changing environment.

Tailored Recruitment Is the Answer to Advanced Manufacturing Recruitment Challenges

Recruitment in advanced manufacturing is not about volume. In fact, it is about precision and building a future-proof workforce that can keep up with technological change. That requires a recruitment approach that is proactive, data-driven, and tailored to the realities of the industry.

What does that look like in practice?

• Building niche talent pipelines by engaging with robotics and engineering communities.

• Crafting employer brands that highlight the innovative side of manufacturing.

• Reaching passive candidates who may not be actively job-hunting but are open to the right opportunity.

• Hiring not just for today’s needs, but also anticipating the skills needed in two to three years.

• Designing relocation and mobility programs that make moving both practical and appealing.

This is where recruitment partners like Serendi can make a difference. With industry knowledge and a consultative approach, our RPO services don't just focus on filling vacancies - we build workforce strategies that keep advanced manufacturing companies competitive.

Case Studies: Advanced Manufacturing Recruitment in Action

Across advanced manufacturing sectors, from automotive and chemicals to pharmaceuticals, specialty materials, and food processing, Serendi has delivered tailored RPO solutions to meet complex recruitment demands.

Automotive Manufacturing – Eastern Europe

An international automotive supplier experiencing rapid hiring growth across Switzerland, Poland, Germany, Hungary, and Serbia struggled with high agency costs and long-standing vacancies. Serendi deployed a dedicated team to deliver an enterprise RPO solution, supported by employer branding and referral programs to attract active and passive candidates.

Impact: 45% recruitment cost reduction and 30% shorter time-to-hire.

Chemical Manufacturing – Pan-European Delivery

A global chemical manufacturer required a seamless recruitment process covering the Netherlands, Germany, the UK, Spain, and France. By implementing an end-to-end RPO solution with embedded onsite recruiters and offsite sourcing specialists, Serendi enabled scalable hiring without increasing internal FTEs.

Impact: 40% cost savings and 40% faster hiring.

Pharmaceuticals – Germany

For a pharmaceutical company in Kiel, Germany, recruitment support was critical during the COVID-19 pandemic. Serendi worked onsite to manage referral programs, university collaborations, and local works council requirements, while filling engineering and laboratory positions.

Impact: Zero aging positions and a 95% probation pass rate.

Specialty Materials – Hungary

A global supplier of paints, coatings, and specialty materials needed a streamlined recruitment model in Budapest and Kecskemét, Hungary. Serendi delivered a full-cycle RPO setup combining onsite recruiters with offsite sourcing and coordination support.

Impact: Reduced agency use from over 20% to 2% - achieving 25% lower recruitment costs.

Pigments & Dyes – Global Coverage

A leading manufacturer required recruitment support for highly specialized roles across Europe, Asia, and North America, with critical hires in Germany, Austria, the US, and Singapore. Serendi delivered scalable global RPO coverage to secure technical and specialist talent.

Impact: 55% lower recruitment costs and 28% shorter time-to-hire.

Food Processing Solutions – Europe

An innovative food processing solutions company in the Netherlands (Eindhoven, Boxmeer, Lichtenvoorde, Opmeer), as well as Iceland, Denmark, Germany, France, and the UK, needed rapid talent delivery for new business lines. Serendi implemented a Project RPO model, combining nearshore and offsite resources with sourcing specialists.

Impact: 30% shorter time-to-hire and zero aging positions.

Hiring in Advanced Manufacturing: Conclusion

Advanced manufacturing needs specialists who combine technical know-how with digital confidence, yet those people are in short supply and in high demand from other sectors.

Generic hiring practices are not enough anymore.

Companies that succeed will be those that treat recruitment as a strategic function, one that anticipates skills shifts, builds strong employer brands, and engages with niche talent pools.

So here’s the real question: Are you still hiring the way you did ten years ago, or are you building the workforce that advanced manufacturing really needs?

Ready to rethink your recruitment strategy?

Serendi helps advanced manufacturing companies build workforce solutions that go beyond generic hiring.

Consult Recruitment Experts

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Pharma Recruitment in Europe: Fast, Cost-Effective Strategies That Work

IT specialists recruitment: the definitive challenge

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About the Author

Julia Koblischke is a Business Development Manager at Serendi.

She has over 8 years of cross-industry, international experience in talent acquisition and account management, and advising our clients globally. Her passion lies in transparent communication, connecting people with the right opportunities, and helping companies achieve growth and success.