Skilled Technical Talent — the Key to Growth in Manufacturing

Manufacturing has changed — and it continues to change — opening up new opportunities for skilled technical talent that will power the modern manufacturing floor.

Driving the speed and scope of manufacturing evolution is:

• 5G wireless tech
• IIoT (Industrial Internet of Things)
• The coming of Industry 5.0
• Smart factories
• Robotics

Reflecting this momentum, the global industrial automation and control systems market was estimated at USD 226.76 billion in 2025 and is projected to reach USD 504.38 billion by 2033, growing at a compound annual growth rate (CAGR) of 10.5% from 2026 to 2033. This growth is fueled by rising demand for efficiency, precision and safety across manufacturing — core principles of Industry 5.0, which emphasizes optimized human-machine collaboration.

Employer surveys and industry and government reports have raised concerns that the nation may not have an adequate supply of skilled technical workers to achieve its competitiveness and economic growth objectives in the 21st Century.

What Skills Are Needed Most?

Skilled technical occupations are those that power the modern manufacturing floor through digital, automation and sustainability technologies. These workers create a bridge between manufacturing processes and high-end digital capabilities, possessing expertise in manufacturing processes, electro-mechanical skills and digital technology. Many of these professions can be entered into without a university degree.

Here are some examples of fast-growing manufacturing occupations that fall into the skilled technical category.

• Automation technicians
• Maintenance technicians
• Welders and machinists
• Industrial machinery mechanics
• Machinists

These occupations are expected to see significant growth in the coming years, reflecting the demand for skilled labor in the manufacturing sector.

A couple of areas that are especially in need of skilled technical talent:

• Operational technology (OT): Manufacturing is one of the biggest targets for cyber attacks. In most organizations, the policies and service agreements to manage IT systems do not extend to the operational technology environment, creating a security and management gap. Operational technicians and cyber security system operators bridge the gap between OT and IT to help prevent cyber attacks.
• Environmental technicians: The shift toward sustainability — combined with increased use of technology to manage environmental impact — is driving demand for workers with blended technical and environmental skills. As organizations across industries adopt more sustainable practices, modern environmental technicians are emerging as a critical skilled tech role. Demand has risen sharply in recent years, though growth is expected to stabilize moving forward.

The Risks of Not Having the Right People with the Right Skills

• Increased turnover. Assigning tasks to workers who are under- or overqualified to perform them is highly likely to increase turnover. And turnover is amplified further when you don’t have the right people in the right roles due to possible attrition of overworked staff.
• Increased workforce costs. Not having the right skilled people in place can lead to longer fill times, increased costs from talent acquisition and overtime pay, and more. This all impacts your bottom line.
• Missed production quotas – either due to inefficiency or turnover vacancies.
• Unmet long-term goals towards digital transformation.
• Mismatch with today’s supply chain. Supply chain disruptions require more resiliency and agility — both of which are enabled by automation.
• A lost opportunity. Other organizations are quickly snapping up non-college-bound, technically oriented early career workers; these workers may no longer be there when you need them.

How to Win the Race for Skilled Technical Talent

Though the talent shortages are easing in some industries, there is still an ongoing shortage of workers with these technical skills in manufacturing. Employers are taking a multi-source strategy, leveraging their relationships with tech schools and high schools as well as investing in their own training programs to build a pipeline of talent.

Manufacturing leaders that need to go outside the organization to source talent must have their ear to the ground regarding what workers want now, and what they’ll want in the future. The good news is that many people are attracted to jobs that are perceived as ‘high tech’ and ‘digital’ — and that’s precisely what these are. Leading with these elements in your attraction and recruitment efforts can help dispel outdated perceptions that manufacturing work is dirty or exhausting.

But attracting interest is only the first step. In addition to better pay and flexibility in scheduling, our research shows that individuals are looking for employers who will invest in their development and who are clear about the wider purpose of the work. Being bullish about upskilling and career pathways in your attraction campaigns will serve you well in the short-term and in the longer-term as talent seeks to grow with you. And on the point of purpose . . . for so many, the process of creating things on the manufacturing floor and being a ‘maker’ fulfills that need; whatever your higher purpose is in your business, make sure that your attraction campaign reflects that.

In a highly competitive market, many organizations are finding the greatest value in direct hire for securing employees for their skilled technical roles. Ensuring they are designing the job, the short- and long-term career path, and the benefits in an attractive manner that addresses what workers are looking for today gives them an even greater competitive advantage when seeking this highly sought-after skilled talent.

A Partner Can Help

To ensure a competitive advantage in advanced manufacturing, you need a plan and, better yet, a partner to assess your needs and move forward. Manpower Skilled Technical is here to help you thrive during a time of rapid evolution. We are leading the way in creating in-demand talent through the Academy of Advanced Manufacturing, our partnership with Rockwell Automation. This complimentary 12-week program is designed exclusively for military veterans, equipping them with the skills needed for careers in advanced manufacturing.

And sourcing talent is just the beginning. Connect with us to explore how we can help strengthen your workforce, close skills gaps, and support long term growth.