As we hit the halfway point of 2025, now is the perfect time for manufacturing leader to pause and reflect:

Are you where you hoped to be with hiring this year?

Whether your goals were tied to expansion, replacing key roles, or strengthening your bench with skilled trades talent, July offers a valuable checkpoint to assess progress—and pivot where needed.

The first half of 2025 has presented both opportunity and challenge for manufacturers. On one hand, demand is rebounding in several sectors, prompting a wave of investments in automation, reshoring, and process improvements. On the other, talent gaps remain persistent, especially for roles requiring specialized skills or leadership experience. Pair that with ongoing wage pressure and increased competition for candidates, and it’s clear: hiring hasn’t gotten easier.

So, how should manufacturers approach the back half of the year?

1. Reflect on What’s Working—and What’s Not

Start with a candid review of your hiring activity so far. Are you on pace to meet your workforce goals? Consider:

• Number of hires made vs. needed

• Time-to-fill for critical roles

• Quality of candidates accepted vs. rejected

• Turnover in the first 90 days

If your pipeline is thin or your team is still operating short-handed, it may be time to revisit your recruiting strategy. Are your job postings reaching the right talent pool? Are your compensation packages competitive? Are you moving fast enough in your hiring process to avoid losing candidates to competitors?

2. Realign Your Talent Strategy with Business Objectives

A lot can change in six months. Has your business outlook shifted since January? Have new contracts, capital projects, or customer demands altered your workforce needs?

If so, your hiring goals may need to evolve, too. For example, if a new production line is launching in Q4, now is the time to identify the skilled technicians or supervisors you’ll need. Waiting until fall to start that process will only increase your risk of delays or quality issues due to understaffing.

Your workforce strategy should be just as agile as your operations plan.

3. Double Down on Retention and Culture

In a tight labor market, hiring alone won’t solve your workforce challenges. Retaining your existing employees—especially top performers—is equally important. Use mid-year as a chance to check in with your team:

• Are employees engaged?

• Are they being developed and challenged?

• Are your supervisors creating a culture that retains talent?

Even small changes—like offering additional training opportunities, improving shift flexibility, or recognizing contributions more consistently—can have a major impact on morale and retention.

4. Lean on Specialized Partners

If you’re behind on your goals, don’t go it alone. A recruiting partner that specializes in manufacturing can help you tap into passive candidate pools, streamline your process, and match you with people who are both skilled and a fit for your culture.

At Rust Belt Recruiting, we work exclusively with industrial and manufacturing companies to source, screen, and place the right talent. Whether you’re trying to find experienced machinists, plant managers, or skilled maintenance techs, we know where to look—and how to attract them.

Let’s Make the Second Half Count

The clock is ticking on 2025. If you’ve hit your hiring goals—congratulations. If not, you’re not alone. There’s still time to course correct and finish strong, but it starts with asking the right questions now.

Need help building your team before the year wraps up? Let’s talk. A quick check-in today can save you months of lost productivity tomorrow.