The hiring landscape is shifting once again, and not always in ways you’d expect—or want. If you’re struggling to fill roles or keep up with the market, you’re not alone. The SHRM 2024 Talent Trends Report sheds light on what’s happening and why, offering valuable lessons for leaders who are ready to face the truth and take action.
Here’s the reality: if your recruitment strategies haven’t kept pace, you’re falling behind. Let’s break down the trends and what they mean for hiring managers and HR leaders, particularly in the engineering and manufacturing sectors.
1. Recruitment Challenges Are Easing (But It's Not Time to Celebrate)
In 2022, 91% of organizations reported difficulty hiring. Fast forward to 2024 and that number dropped to 77% —a relief, perhaps, but it;s not time to pop the champagne. Manufacturing, in particular, is still grappling with acute shortages of skilled candidates, especially in technical roles.
Here’s the uncomfortable truth: This "improvement" isn’t because there’s a surge in qualified talent. Many companies have simply adjusted their expectations or stopped seeking external talent.
What to Do About It: If you’re banking on the perfect candidate to just show up, you’re in for a long wait. Be proactive. Refine your pipelines, invest in leadership alignment, and consider creative solutions like upskilling current employees.
2. Remote Work: A Competitive Edge You Might Be Missing
Consider this: fully remote organizations report fewer hiring challenges (44%) compared to hybrid (76%) and fully in-person (83%) setups.
Translation: If you’re clinging to a strict “everyone in the office” policy, you’re creating unnecessary obstacles for yourself. Flexibility isn’t just a nice-to-have anymore; it’s what top talent expects. That doesn’t mean every role needs to be remote, but being rigid about in-person work is a surefire way to shrink your candidate pool.
Takeaway: Look at your policies with fresh eyes. Can some roles be hybrid or remote? If not, can you offer other meaningful perks to balance the equation?
3. Recruitment Strategies: What Works, What Doesn’t
The SHRM report highlights some interesting trends in how organizations approach hiring:
45% now include pay ranges in job postings—a transparency trend that’s hard to ignore.
37% are streamlining their application processes to make them easier (if your process is a nightmare, take note).
35% are reskilling existing employees to fill hard-to-hire roles—a strategy worth its weight in gold, particularly for manufacturing.
Now, here’s the kicker: using a recruitment agency was one of the least-used strategies overall, with only 33% of companies opting for it. But in manufacturing, that number jumps to 48%. Why? Because these industries know the value of expert recruiting partnerships.
Why This Matters: Recruitment isn’t one-size-fits-all. Manufacturing companies, for example, know how hard it is to find technical talent, which is why they rely on agencies more than other industries. If you’re not tapping into expertise where it counts, you’re likely spinning your wheels.
4. Leadership Development: The Overlooked Secret to Retention
Here’s the truth: quick recruitment fixes won’t solve long-term retention challenges. Mentorship, leadership coaching, and internal mobility are proven strategies for keeping your best people, but too many companies neglect them.
The Data: Companies that prioritize leadership development and internal mobility see higher retention and engagement. Why? It’s simple. People stay where they feel they can grow.
What You Can Do: Take a hard look at your leadership team. Are they aligned? Are they empowering employees to succeed? If you’re unsure, try our Leadership Team Assessment to to pinpoint gaps and start closing them.
5. High-Performing Teams Start with Strong Leadership
Here’s a truth no one likes to admit: if your team isn’t thriving, the problem often starts at the top. Misaligned leadership disrupts innovation and creates disjointed teams.
At Talent Growth Partners, we’ve developed 8 Proven Strategies to Build High-Performing Teams, designed to help leaders align on vision, drive growth, and retain talent. It’s not just theory—it’s actionable advice rooted in real-world results.
Final Thoughts
The talent market doesn’t wait for anyone. If you’re not adapting, you’re losing. Whether it’s rethinking flexibility, refining your hiring process, or doubling down on leadership development, the organizations that confront the hard truths head-on will emerge stronger.
At Talent Growth Partners, we don’t just help you fill roles—we help you build, align, and grow teams that thrive. If you’re ready to face the future with clarity and purpose, let’s talk.