Closing the Skilled Trades Gap: What Manufacturers Can Do

Across the manufacturing industry, one challenge continues to rise to the top: finding and retaining skilled workers. From maintenance technicians to welders and automation specialists, employers are competing for a shrinking talent pool, while the technical demands of these roles continue to grow.

For many manufacturers, traditional hiring strategies are no longer enough.

The shifting workforce landscape

A wave of retirements, combined with fewer individuals entering the skilled trades, has created a gap that many manufacturers are continuing to navigate. At the same time, modern manufacturing environments require more advanced skill sets than ever before. Today’s technicians are expected to understand not only mechanical systems, but also automations, robotics, and increasingly complex processes.

This shift means manufacturers can’t rely solely on hiring experienced workers; they must also take a more active role in developing talent.

Moving beyond reactive hiring

Posting open roles and waiting for qualified candidates is becoming less effective in a competitive labor market. It’s the old “post and pray” concept from the 1990’s. Even when positions are filled, long-term retention can remain a challenge, which is a deeper conversation for employers to consider company culture, especially for the new generation of manufacturing workers. Additional workforce strategies include forecasting talent needs 12-24 months out, using skills-based hiring, offering paid work-based learning (e.g., apprenticeships), and developing workforce ecosystems or partnerships that move beyond transactional hiring approaches. 

In other words, reactive hiring fills openings; proactive workforce strategy builds capacity. In response, leading manufacturers are shifting their focus from recruiting talent to building it. 

What’s working now

Several workforce strategies are proving effective across the industry:

• Apprenticeships and internships that combine hands-on learning with real-world experience
• Upskilling current employees to meet evolving technical demands
• Clear career pathways that support long-term growth and retention
• Education partnerships that align training with workforce needs

Among these, registered apprenticeships stand out as a practical, high-impact solution. By blending paid, on-the-job training with classroom instruction, apprenticeships allow employers to develop talent aligned to their specific operations, while improving retention and long-term workforce stability. 

“It’s a challenging candidate market,” said Dave Butts, an HR recruiter at Haumiller Engineering in South Elgin. “We were going weeks and months without finding viable candidates. We had to rethink our approach and grow our own talent and build a pipeline.”

Turning strategy into action

Manufacturers looking to strengthen their workforce pipeline can start with a few practical steps:

• Build relationships with local education and training providers
• Identify critical skill gaps and align training accordingly
• Offer hands-on learning tied to real business needs
• Stay ahead of industry trends, including automation and advanced manufacturing technologies 

In the Chicagoland region, many employers are taking this approach a step further by partnering with institutions like Elgin Community College (ECC) to co-develop training, expand apprenticeships, and ensure graduates are workforce-ready from day one.

Manufacturing has long been part of the region’s economic backbone. It’s the number one industry in the region with over 37,500 jobs. ECC apprenticeships are customized business solutions that enable employers to tailor training to their specific needs. 

“Employers love the nimbleness,” said Gina De rosier- Cook, dean of workforce development at ECC. “They’re reinforcing what’s happening in the classroom on their shop floors.”

ECC apprenticeship partner Haumiller Engineering recognizes the value of this type of partnership.

“ECC has made it really easy for us to build an apprenticeship program,” said machining manager Ivan Colon. “We’re able to bring in students, train them, and give them a real career path — something they can build on whether they stay with us or not.”

Investing in the future of manufacturing talent

To support this growing need, ECC will open its new Manufacturing and Technology Center (MTC) in Building S this fall — a 150,000-square-foot facility designed in collaboration with industry partners to reflect modern manufacturing environments.

MTC will expand training in high-demand areas such as industrial maintenance, automation and robotics, HVAC systems, quality control tech, and pipe welding, with a strong emphasis on hands-on learning using industry-standard equipment. It will also support expanded apprenticeship and work-based learning opportunities, creating a more direct connection between classroom instruction and on-the-job training. 

For employers, this creates new opportunities to engage with students early, shape training outcomes, and build a more reliable pipeline into their workforce.

ECC will host a ribbon cutting and open house event on September 24, welcoming industry partners and the community to explore the facility and connect around shared workforce goals.

Building the workforce of the future

As the manufacturing industry continues to evolve, the most successful organizations will be those that take an active role in developing their workforce. By investing in training, partnerships, and long-term talent strategies, manufacturers can move from reacting to labor shortages to building a sustainable pipeline for the future.