Manufacturing is growing, but many organisations are finding it harder to access the talent they need. Skills shortages are often seen as the main challenge, but employers are increasingly questioning whether the issue lies in how skills are assessed and defined during the hiring process.
In this article, Ruth Hancock, Practice Director, Manufacturing at Michael Page, explores how skills-based hiring is helping manufacturers reach a wider talent pool. Instead of focusing only on qualifications, industry experience or finding a “perfect match” on paper, employers are placing greater value on transferable skills, potential, adaptability and real-world experience.
The article looks at how changing workforce needs, automation and evolving candidate expectations are influencing hiring priorities across the sector. Alongside technical expertise, employers are looking for people with strong communication skills, analytical thinking and the ability to work effectively with others. These qualities are not always easy to identify through CVs alone, which is why skills-based hiring is becoming an increasingly useful way to uncover talent.
Drawing on insights from Michael Page’s latest Talent Trends research and observations from across the manufacturing sector, Ruth explains how widening hiring criteria can help organisations attract a broader range of candidates, improve role fit and support retention.
For manufacturing leaders looking to strengthen their workforce, the article offers practical insight into how a broader view of skills can help address today’s recruitment challenges.
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