The resurgence of U.S. manufacturing isn’t just a national story, it’s a Midwest story, with states like Ohio now at the heart of reshoring and next-generation production. But as billions in new investments pour in, a persistent challenge remains: finding and keeping top talent.

For small manufacturers, particularly in Ohio, Indiana, Michigan and nearby states, this moment offers opportunity and competitive pressure. Big projects like advanced semiconductor plants and EV battery facilities spotlight the region’s potential, but they also intensify the struggle for skilled workers in an already tight labor market.

The Talent Crunch

At the national level:

• The U.S. manufacturing workforce sits near ~12.7 million jobs, but hiring pressure continues and many roles remain open (Amtec).
• Forecasts suggest the industry may need up to 3.8 million new workers by 2033, with nearly half of those positions at risk of going unfilled due to workforce challenges (Deloitte).
• A skills gap persists as automation and advanced technologies reshape roles, making technical and digital competencies more critical (Commerce Bank).

Ohio’s Opportunity and the Stakes for Small Manufacturers

With one of the nation’s largest manufacturing workforces, Ohio is a bellwether for how the Midwest navigates reindustrialization. The Buckeye state ranks third in the U.S. for manufacturing jobs and has seen tens of thousands of new job announcements tied to reshoring and foreign direct investment (The Ohio Manufacturer’s Association).

Major commitments from semiconductor, automotive and clean-energy projects are transforming demand for skilled labor, often faster than local labor markets can respond (The Ohio Manufacturer’s Association). That means small manufacturers are competing not only with nearby competitors but with household names whose reputations and recruiting budgets overshadow their own.

How Small Manufacturers Can Win in This Environment

1. Double Down on a Modernized Brand and Purpose

Small manufacturers have a story that resonates, especially in regions like Ohio and the broader Midwest where manufacturing is deeply tied to community identity. Reindustrialization doesn’t just change where manufacturing happens, it changes how it’s perceived.

• • Emphasize local impact: jobs created, suppliers supported, communities strengthened
    
  • Invest in technology, automation, and clean, modern facilities
    
  • Connect roles to reshoring and domestic supply chain resilience
    

• • Share real employee stories that highlight pride, stability, and longevity

Your online presence matters. Careers pages, social media, and job postings should reflect what it’s actually like to work inside your operation—not outdated stereotypes of manufacturing work.

 

2. Highlight Real Career Paths, Not Just Open Jobs

In a tight labor market, candidates are evaluating futures, not just offers.

• • Outline clear skill progression from entry-level to advanced roles
    
  • Invest in upskilling, cross-training, and certifications
  • Be transparent about timelines and expectations for advancement

3. Partner Locally with Education and Workforce Programs

With talent demand outpacing supply across Ohio and the Midwest, partnerships are no longer optional. Reindustrialization is a long game, and talent strategies should be too.

• • Collaborate with community colleges, trade schools, and apprenticeship programs
    
  • Engage with workforce development boards and state-funded initiatives, including our partner, Manufacturing Works

• • Build early relationships with students before they enter the job market
    

• • Engage with local recruiting partners who understand the talent pool and changing manufacturing landscape. At Rust Belt Recruiting, we work with clients in our own backyard

4. Embrace Flexible and Inclusive Hiring Practices

Small manufacturers can expand their talent pool by rethinking traditional requirements.

• • Offer flexible shifts or alternative schedules where possible
    
  • Hire for aptitude and attitude, then train for skill
    

• • Create on-ramps for career changers, veterans, and underrepresented groups

5. Use Speed and Culture as Competitive Advantages

Unlike large manufacturers, smaller organizations can move quickly and personally.

• • Shorten hiring timelines and decision-making cycles
    
  • Provide direct access to leadership and real influence on operations
    
  • Foster a close-knit culture where employees see their impact daily

Looking Ahead

The Midwest, led by Ohio’s manufacturing resurgence, is poised to be a key engine of U.S. industrial growth. But talent, not space or equipment, will likely determine who benefits most. Small manufacturers that invest in people alongside production will be best positioned to thrive in the reindustrialization era.