For every 20 positions, there’s one qualified candidate, says one manufacturing chief executive.
President Trump’s pledge to revive American manufacturing is running into the stubborn obstacle of demographic reality.
The pool of blue-collar workers who are able and willing to perform tasks on a factory floor in the United States is shrinking. As baby boomers retire, few young people are lining up to take their place. About 400,000 manufacturing jobs are currently unfilled, according to the Bureau of Labor Statistics — a shortfall that will surely grow if companies are forced to rely less on manufacturing overseas and build more factories in the United States, experts say.
Difficulty attracting and retaining a quality work force has been consistently cited as a “top primary challenge” by American manufacturers since 2017, said Victoria Bloom, the chief economist at the National Association of Manufacturers, which produces a quarterly survey. Only recently has the issue slipped down on the list of challenges, superseded by trade-related uncertainty and increased raw material costs due to tariffs, Ms. Bloom said.
But the scarcity of skilled blue-collar workers remains a long-term problem, according to Ron Hetrick, an economist with Lightcast, a company that provides labor data to universities and industry.
“We spent three generations telling everybody that if they didn’t go to college, they are a loser,” he said. “Now we are paying for it. We still need people to use their hands.”
The hiring challenges faced by American factories are multifaceted.
The president’s crackdown on immigration, which includes attempts to revoke deportation protections for migrants from troubled countries, may eliminate workers who could have filled those jobs.
Many Americans aren’t interested in factory jobs because they often do not pay enough to lure workers away from service jobs that may have more flexible schedules or more comfortable working environments.
For some companies, remaining globally competitive involves the use of sophisticated equipment that requires employees to have extensive training and familiarity with software. And employers cannot simply hire people right out of high school without providing specialized training programs to bring them up to speed. That wasn’t the case in the heyday of American manufacturing.
Attracting motivated young people to manufacturing careers is also a challenge when high school guidance counselors are still judged by how many students go on to college.