Hiring for the factory of the future: What manufacturers should look for

Author:
Katie Windley
Marketing Manager

The skills that made someone a great manufacturing employee ten years ago may not be enough for the job they’re doing tomorrow.

As factories introduce more automated equipment, employees are taking on new responsibilities. They may be operating robots, troubleshooting connected systems, or using technology to complete work that was once performed manually.

For manufacturers, that raises a hiring challenge. How do you identify people who can succeed in roles that will continue to change?

In a recent episode of People B4 Machines, host Amanda Cupido spoke with Greg Summers, CEO of Orion Talent, about the changing manufacturing workforce, the skills employers should look for, and how technology can create new opportunities for employees.

Key Takeaways

Listen to the full conversation

Hear Greg Summers discuss hiring, workforce development, and the changing relationship between people and technology in manufacturing at peopleb4machines.com.

Manufacturing jobs are becoming more technical

Factory work looks different than it did a generation ago.

Employees increasingly work alongside robots and automated equipment that support tasks previously performed manually. While physical skills remain important, many positions now require greater technical understanding. Summers describes manufacturing as moving toward work that is increasingly technical rather than primarily physical.

That shift affects how manufacturers define roles, assess candidates, and prepare employees for new responsibilities.

A maintenance technician, for example, may need to understand several interconnected systems. An operator may be responsible for monitoring automated processes and identifying problems before they disrupt production.

Manufacturers need to consider which capabilities employees will require as equipment and processes change.

_{As manufacturing becomes more automated, employees need the technical skills to monitor equipment and solve production problems.}

Automation can extend manufacturing careers

One example Summers shares involves an experienced welder who has spent 20 years performing overhead welding. That work takes a physical toll. With robotics, the employee could transition toward programming and managing automated welding equipment, inspecting defects, or performing specialized welds.

Their years of experience remain valuable, even as their responsibilities change. Summers sees opportunities for automation to help experienced workers remain in manufacturing longer, particularly when physical demands make their existing roles difficult to sustain.

For manufacturers facing workforce shortages and retirements, retaining that experience can be an important consideration when planning automation investments.

_{Robotics can help experienced employees apply their knowledge in new roles while reducing the physical demands of manufacturing work.} 

Hire for how people solve problems

Traditional hiring practices often emphasize previous job titles, qualifications, and experience.

Summers challenges employers to look further. “Resumes tell you what somebody did. It doesn’t actually tell you whether they’re qualified to do what you need them to do,” he says.

He encourages manufacturers to assess how candidates approach unfamiliar situations, gather information, and make decisions. One interview question he recommends asks candidates to describe a problem they solved through independent research or by seeking help from others.

He then explores their process. Where did they look for information? How did they determine whether it was reliable? What did they decide? These questions help reveal how someone thinks when the answer isn’t immediately available.

For positions involving automated equipment, troubleshooting, and changing production requirements, that ability can be especially valuable.

Give employees the opportunity to learn

Finding adaptable employees is only part of workforce planning. Manufacturers also need to support their development. Summers emphasizes the role leaders play in introducing technology. “You have to walk the walk, but you also have to provide the access to tools and the space for people to learn at their pace,” he explains.

Employees need opportunities to become familiar with new equipment, understand its applications, and build confidence using it.

Summers shares an example from a photonics manufacturer where automated visualization and testing equipment helps newer employees identify defects. The technology supports employees while they develop the experience needed to recognize problems independently.

Examples like this demonstrate how manufacturers can use technology to support on-the-job learning and address skills gaps.

_{Access to technology and hands-on learning helps employees develop the skills needed to work with increasingly sophisticated equipment.} 

Show candidates what modern manufacturing looks like

Manufacturers have made significant investments in technology, but prospective employees may have an outdated understanding of the work.

Summers believes many organizations could do a better job communicating the technical opportunities available in their facilities.

Job descriptions, recruitment materials, and employee stories can help candidates understand the equipment they’ll work with, the problems they’ll solve, and the skills they’ll develop.

He also cautions against adding AI to job titles simply to attract attention. Clear descriptions of the actual responsibilities and working environment give candidates a more accurate picture of the opportunity.

For manufacturers competing for technical talent, that clarity can make a difference.

Explore the possibilities

As manufacturing jobs change, workforce planning needs to keep pace. Understanding how automation will affect responsibilities and skill requirements can help manufacturers prepare their teams for what’s ahead. Explore how Eclipse Automation helps manufacturers plan and implement automation solutions that support their production goals.