As the employment market is moving at breakneck speed, our valuable reports have evolved in-kind to be an ongoing reflection of key happenings impacting critical industries. Consider this your go-to source for the latest in salary, fee, and industry benchmark data when hiring for critical talent and creating your most competitive offers yet. We’ll regularly update these core analytics ensuring you always have the latest data at your fingertips. This report focused on Manufacturing, dives into data analytics influencing recruiting in this growing industry as well as across the hiring market in general. In addition, we also take a look at some of the biggest trends in salaries and fees impacting this industry now.

Manufacturing companies have a pretty steady hiring pattern with a slight decline at the start of the new year and again mid-year.

The majority of Manufacturing jobs sent to search are non-managerial positions. Employers in this industry tend to look for highly specialized candidates for roles such as Information Security Architect, Corporate Manufacturing Director, and Senior Data Scientist.

While there were some regions of high concentration for Pharma & Biotech job postings in 2017, most jobs were spread across the country, with postings in 41 states and Canada.

Competition for skilled talent is incredibly high in Manufacturing. A recent study found that the skills gap in Manufacturing may leave an estimated 2.4 million positions unfilled between 2018 and 2028. This could mean 2.5 trillion open roles impacted.

This industry is being impacted by innovation and technological advances more than most. Filling roles requiring digital talent and skilled production, as well as jobs such as operational managers, may be three times as hard to fill in the next three years.

Manufacturing salaries have remained lower than market averages, but the gap is starting to narrow just slightly as Manufacturing salaries are on the rise. We also see that agency fees have hovered around 21 percent in recent years. The skills gap plaguing this industry could be a contributing factor in salary increases, to lure those top candidates in this tight market.

Once you’ve determined salaries and fees, when can you reasonably expect to see resumes, interview candidates, and hire your new employee? Comparing your company’s data against industry benchmarks can be useful to help you measure your agency performance and identify areas for improvement. If, for instance, your first interviews take longer than the industry average, consider running an intake session to become better aligned with your agencies.

Keep in mind, however, that benchmarks are averages for jobs with wide ranging characteristics. There are a variety of factors that affect search activities and performance metrics. Some factors may be out of your control, such as a scarcity of talent in your area. Beyond that, every company’s hiring process is unique, and your performance metrics should reflect that.

Manufacturing is a highly competitive industry and specialized labor is in high demand. Below are 4 best practices to increase the effectiveness of hiring in Manufacturing as well as employer/agency collaboration.