Working in the recruiting field with Operations leaders, there has been a lot of uncertainty regarding the current administration and how they would implement promises made on the campaign trail. Hiring in manufacturing and construction both play a large role in our economy. Both industries are already dealing with a shortage of skilled workers and some outdated ideas about what careers in these fields look like. From plant floors to project sites, the questions of “do we hire and how,” have been difficult to navigate with rising costs, regulatory hurdles, and uncertainty surrounding tariffs are only adding to the challenge.
What is fueling the pressure?
- Economic and Policy Uncertainty – In many industries, but specially manufacturing and construction, looming tariffs and shifting trade policies often cause companies to delay hiring. Leaders hesitate to commit to full-time roles without clarity on costs, demand, or supply chain stability.
- Skilled Labor Shortages – Both industries are feeling the squeeze in sourcing skilled tradespeople, maintenance techs, estimators, and operations leaders. Competition is fierce, especially for small and mid-sized firms that can’t match the pay or perks of larger employers.
Supply chain changes, increased domestic production, construction projects facing tighter deadlines, and stricter compliance may require new skill sets or workforce shifts. Finding top talent in construction and manufacturing has always been tough and with tariffs and regulations changing by the minute, hiring managers are feeling the squeeze more than ever.
So, how do you keep projects and production moving when hiring feels scary?
Strategic Hiring for Manufacturing and Construction Firms:
- Embrace Agility – Build flexibility into your workforce strategy by planning for multiple labor scenarios, using contract, temp-to-hire, or cross-trained staff to adapt quickly when change is needed.
- Open Doors to Cross-Industry Talent – For roles in operations, logistics, or project management, candidates from outside sectors, like retail, healthcare, or tech, can bring valuable, transferable skills. Add in proper onboarding and mentoring, they can quickly thrive!
- Double Down on Crucial Roles – Focus on positions that keep your business running operationally – skilled trades, production leaders, quality assurance, and project managers offer an immediate ROI in most cases, but especially in uncertain times.
- Invest in External Recruiters – Recruiting partners offer speed, precision, and access to passive talent. Those of us with deep experience in manufacturing and construction can connect you with candidates that fit your technical needs and company culture (while managing confidential or high-stakes searches discreetly)!
- Be Transparent and Realistic – Candidates are reading the headlines too, so be honest about challenges and highlight how your company is adapting and investing in its workforce. Being honest up front builds trust from the start and leads to loyalty from employees.
A Moment for Bold Hiring
In this complex environment, companies can still come out ahead if they rethink who they hire, how they hire, and where they look for talent. Whether you’re facing a labor crunch, tariff uncertainty, or shifting operational needs, the right people will make or break your success.
Forward-thinking companies are turning this moment into an opportunity to innovate, diversify their talent pipelines, and build resilient teams ready for whatever comes next.
Don’t wait for perfect clarity. Start building your team now.
Written by Tiffany Riggs
Operations Division Manager at Chief of Staff KC
Currently hiring and need a helping hand? Haven’t had a smooth job search?
Reach out to Chief of Staff KC with any questions you may have, and we’ll pair you with a dedicated recruiter that is motivated to find the right fit for you. Let’s get started.