Why Manufacturing Companies in Texas Are Struggling to Find Workers (And What to Do About It)

Texas manufacturing is booming. The state leads the nation in manufacturing output, with companies expanding operations and creating thousands of new jobs. But there's a critical problem: manufacturing companies across Texas are struggling to find workers.

If you're a manufacturing company in Texas, you've likely experienced this challenge firsthand. Job postings receive fewer applications, qualified candidates are hard to find, and competition for talent is intense. Understanding why this is happening—and what to do about it—is essential for your company's success.

The Texas Manufacturing Boom

Texas manufacturing is experiencing unprecedented growth:

• Over 900,000 manufacturing jobs across the state
• $250+ billion in annual manufacturing output
• Leading industries: Aerospace, automotive, electronics, chemicals, food processing
• Major manufacturing hubs: DFW, Houston, San Antonio, Austin, Fort Worth
• Growing demand for skilled workers in advanced manufacturing

This growth is creating opportunities, but it's also intensifying competition for talent.

Why Manufacturing Companies Are Struggling to Find Workers

Several interconnected factors are creating the recruitment challenge:

1. The National Talent Shortage

The manufacturing talent shortage isn't unique to Texas—it's a national crisis:

• Over 2 million manufacturing jobs could go unfilled by 2030
• Baby boomer retirements are accelerating
• Not enough new workers are entering manufacturing
• Skills gap between available workers and required skills

Texas manufacturers are competing not just with each other, but with companies nationwide for the same limited pool of skilled workers.

2. Rapid Industry Growth

Texas manufacturing is growing faster than the workforce can keep up:

• New facilities opening across the state
• Expanding operations requiring more workers
• Technology investments creating new types of jobs
• Economic growth driving increased demand

When demand for workers grows faster than supply, companies struggle to fill positions.

3. Skills Mismatch

The skills required for modern manufacturing have evolved:

Traditional Skills (still needed):

• Basic mechanical knowledge
• Hand-eye coordination
• Attention to detail
• Reliability and work ethic

New Skills Required:

• Digital literacy: Operating computer-controlled equipment
• Problem-solving: Troubleshooting complex systems
• Technical knowledge: Understanding quality systems, lean principles
• Adaptability: Learning new technologies quickly

Many available workers don't have the combination of traditional and new skills that modern manufacturing requires.

4. Perception Problems

Despite significant improvements, manufacturing still suffers from outdated perceptions:

Common Misconceptions:

• Manufacturing is dirty, dangerous work
• Low-paying jobs with no advancement
• Outdated industry with no future
• Only for people who can't do other work

Reality:

• Modern manufacturing is clean and technology-driven
• Competitive salaries ($50,000-$80,000+ for skilled positions)
• Growing industry with excellent career opportunities
• Requires intelligence, problem-solving, and technical skills

These perception problems discourage potential workers from considering manufacturing careers.

5. Competition from Other Industries

Manufacturing companies are competing with other industries for talent:

• Tech companies offering high salaries and modern work environments
• Healthcare with stable employment and good benefits
• Construction with similar skill requirements
• Logistics and warehousing with easier entry requirements

Younger workers often gravitate toward industries they perceive as more "modern" or "exciting."

6. Geographic Challenges

Texas is a large state, and manufacturing facilities are spread across different regions:

• Workers may not want to relocate for opportunities
• Commute distances can be significant
• Housing costs vary significantly by region
• Family considerations limit mobility

This geographic spread makes it harder to match workers with opportunities.

7. Compensation Expectations

Worker expectations have increased:

• Higher salary expectations due to cost of living increases
• Better benefits including health insurance and retirement plans
• Work-life balance considerations
• Flexibility in scheduling when possible

Companies that don't meet these expectations struggle to attract candidates.

What Manufacturing Companies Can Do

While the challenges are significant, there are proven strategies to overcome them:

Strategy 1: Improve Your Employer Brand

Change perceptions by showcasing the reality of modern manufacturing:

Show Your Modern Facilities:

• Clean, technology-driven work environments
• Safety measures and protocols
• Modern equipment and processes
• Positive working conditions

Highlight Career Opportunities:

• Success stories of employee advancement
• Training and development programs
• Clear career paths
• Competitive compensation

Share Your Company Culture:

• Team environment and collaboration
• Recognition and appreciation
• Work-life balance initiatives
• Employee testimonials

Strategy 2: Offer Competitive Compensation

In today's market, competitive compensation is essential:

• Research market rates for your region and industry
• Offer competitive base salaries that reflect the value of skilled workers
• Comprehensive benefits including health, dental, vision, retirement
• Performance bonuses and profit-sharing when possible
• Overtime opportunities for workers who want to earn more

Don't try to save money by underpaying—it will cost you more in turnover and unfilled positions.

Strategy 3: Develop Internal Talent

Rather than always looking externally, develop talent from within:

• Hire for potential and train for skills
• Create training programs that develop entry-level workers
• Provide clear advancement paths with defined requirements
• Invest in skill development and certifications
• Promote from within when possible

Strategy 4: Partner with Educational Institutions

Build relationships with schools and training programs:

• High schools: Internships, apprenticeships, facility tours
• Community colleges: Curriculum input, internships, direct hiring
• Trade schools: Partnerships, job placement, sponsorships
• Workforce development programs: Training partnerships

Strategy 5: Work with Specialized Recruiters

Manufacturing recruiters understand the challenges and can help:

What They Offer:

• Industry expertise: Understanding of manufacturing roles and requirements
• Extensive networks: Access to passive candidates and skilled workers
• Time savings: Pre-screening and qualification
• Market intelligence: Compensation, benefits, candidate expectations

At The Hammitt Group, we specialize in manufacturing recruitment across Texas. We understand the challenges facing manufacturers and have the expertise and network to help you find skilled workers.

Strategy 6: Expand Your Candidate Pool

Look beyond traditional sources:

• Veterans: Often have relevant skills and excellent work ethic
• Career changers: People from other industries with transferable skills
• Returning workers: People re-entering the workforce
• Underemployed workers: People with skills but not using them fully
• Geographic expansion: Consider candidates willing to relocate

Strategy 7: Improve Your Hiring Process

A slow or cumbersome process causes you to lose candidates:

• Move quickly: Respond to applications within 24-48 hours
• Streamline interviews: Don't make candidates jump through unnecessary hoops
• Clear communication: Keep candidates informed throughout
• Make competitive offers: Don't lowball—it wastes time and damages reputation

The Role of Recruitment Partners

Working with specialized manufacturing recruiters can be a game-changer:

Benefits:

• Access to passive candidates not actively job searching
• Pre-screened candidates who meet your requirements
• Faster time to fill positions
• Market intelligence on compensation and expectations
• Long-term partnerships for building talent pipelines

At The Hammitt Group, we work with manufacturing companies across Texas to overcome recruitment challenges. Our deep industry knowledge and extensive candidate network help companies find skilled workers when they need them.

Taking Action

Overcoming recruitment challenges requires:

1. Assess your situation: What specific challenges are you facing?

2. Develop a strategy: Combine multiple approaches to address your needs

3. Improve your brand: Showcase what makes your company a great place to work

4. Offer competitive compensation: Research market rates and adjust accordingly

5. Partner with specialists: Work with manufacturing recruiters who understand your industry

6. Be patient and persistent: Building a strong team takes time, but it's worth the effort

Ready to Overcome Your Recruitment Challenges?

Manufacturing companies across Texas are facing recruitment challenges, but they're not insurmountable. With the right strategies and partners, you can find and hire the skilled workers you need.

The Hammitt Group is here to help. We specialize in manufacturing recruitment across Texas and understand the challenges you're facing. Our expertise, network, and dedication help companies overcome recruitment obstacles and build strong teams.

Contact us today to discuss your recruitment needs:

• Phone: (254) 479-7482
• Website: thehammittgroup.com
• Let's talk about how we can help you find the skilled workers you need

Don't let recruitment challenges hold back your growth. Take action today and start building the team your company needs to succeed.