How to Attract Younger Workers to Skilled Trades Without Dumbing Down the Role

It is estimated that approximately 25% of skilled trade workers are nearing retirement. This is expected to create numerous job openings in the field, which is already beginning to happen. The problem is that companies are struggling to attract young workers to these skilled trades.

The applicants of today differ greatly from those of 50 years ago. Companies need to sell the jobs in a different way, focusing on how to demonstrate the complexity and innovation of the role. Highlighting high-tech, high-paying careers is key. There is no need to make jobs look easy to get them in the door. Younger applicants need to be drawn in by digital outreach and clear advancement opportunities.

Let’s take a look at how you can attract the next generation of skilled trade workers without minimizing the integrity of the job.

Focus on Applied Engineering

Younger workers are tech-savvy. They know how to use complex systems. Use this to your advantage when trying to sell the job. For example, an HVAC tech is not fixing an AC unit. Rather, they are managing complex thermodynamics. Using different languages validates your applicants’ intelligence. It also highlights the use of other tech skills needed to get the job done.

Engage Them with Active Job Listings

The so-called “laptop life” is becoming very unappealing to many younger people. They want to stay active on the job. Taking a job in the skilled trades industry is one way to do that. Promote the idea of getting out into the community, interacting with others, and being on the move. Skilled trade workers won’t be sitting in a cubicle all day. They will be out and about, making a difference by providing services that people need daily. They can also see tangible results of their labor as they work to fix problems.

Modernize Recruitment Efforts

If your recruiting methods are outdated, you are not going to attract a younger applicant pool. If your flyers look like they were printed 30 years ago, applicants may assume that all other aspects of your company are also dated. This is easy to fix. Consider this:

Show real people on real job sites versus old stock photos.
Highlight modern tools and advanced machinery.
Use social media to advertise. Take advantage of TikTok and Instagram reels for an authentic look at the positions you want to fill.

This approach will give your recruitment efforts a fresh look as you attract new candidates.

Focus on Being an Entrepreneur

Many of those in the younger generation have an entrepreneurial spirit. They are looking for business ownership. Being part of a skilled trade can help to provide them with the path to business ownership that they seek. You can sell this as you attract candidates. Show them that while you are honing their skill, they will also learn how to run a business where they can showcase those skills.

Show the Environmental Impact

Younger generations are very concerned about the environment. If you can show them how a skilled trade is taking an eco-friendly approach, you may have an easier time bringing them in. You can show them how plumbers are managing water conservation systems or how electricians are installing EV infrastructure. These types of projects will help to attract younger workers to skilled trades and level up the jobs you want to fill.

Remember, attracting younger workers isn’t about making the job easier. You want to make the value clearer and highlight the intelligence needed. This way, you will attract candidates who respect the craft and all that goes into making it possible.

If you’re looking to attract skilled trade workers, Summit Careers can help. Reach out to us today to learn more about our services.

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How to Build a Manufacturing Hiring Process That Does Not Burn Out Your HR Team

February 6, 2026

Burnout can impact all aspects of your manufacturing team. From the people on the shop floor to those working in the human resources department, everyone can face burnout when it comes to their jobs. High turnover rates, the constant pressure to fill specialized technical roles, and the sheer volume of entry-level applications can create major stress for a manufacturing HR department. But there are ways to create a hiring process that works with your production needs without burning out your staff. Consider these ways you can prevent your HR staff from burning out while still getting the job done. Don’t Wait Until Someone Leaves to Start Looking for New Workers HR teams feel the burn when they’re forced to panic hire. When a vacancy suddenly occurs, HR must push to fill it right away to avoid halts in production. This can be stressful and can lead to hiring people who are really not qualified for the job. Instead, work on having a pool of available talent whom you can go to when a vacancy opens. While they may not be available, you may be able to find someone who is extremely qualified and has already shown interest in the company. This releases the stress and is a more efficient way of hiring. Streamline the First Round of Screening Instead of manually going through all resumes to see if they meet the basic requirements, use “knock-out” questions to eliminate those that don’t meet the basic requirements. This can include things like shift availability and having certain certifications. If an applicant does not possess these things, then you can weed them out right away. This allows HR to only spend time screening candidates who are eligible for the job. More Efficient Interviewing Process Implement a more efficient interviewing process. Every hiring manager may have a different process that inevitably slows things down. Establish one process that everyone agrees on. This can include a structured scorecard to rate candidates based on their interview answers. Rather than send emails back and forth to candidates, use a self-service booking link that allows the candidates to see available slots and sign up for them. Instead of having to track down different managers for their thoughts on a candidate, use digital notes in a file so everyone can have access to the different opinions and reach a decision quicker. Focus on Finding the Right Fit for the Work Culture While skills are undoubtedly an important part of finding the right employees, you don’t want to forget about screening to find someone who fits the job culture. Look for the right attitude and reliability. This can help to avoid high turnover rates. Some people may have the right skills, but may struggle in the work culture, resulting in them leaving even before they really get started. This puts you right back at square one. Work with a Recruiting Firm When you work with a recruiting firm, they will do all of the legwork and only leave you with the best candidates. They’ve checked skills and basic requirements and know who the right fit will be. They will give you these applicants to interview and choose from. Recruiting firms use the most efficient practices to help streamline the hiring process. They can sift through resumes and vet candidates, so your HR team doesn’t get burned out. At Summit Careers, we utilize only the best hiring practices so that our manufacturing clients have a pool of qualified candidates. We are here to get the job done for you so that your HR team is energized to find their next employee. Reach out to us today to learn more!

Why Manufacturing Hiring Is Broken in 2026 and What Employers Can Do About It

January 22, 2026

If you own a manufacturing company and hiring has been anything but successful lately, you’re not alone. Many manufacturing companies are hitting major roadblocks when it comes to finding qualified candidates. While each story may be different, many share the same underlying problems. What’s behind these troubling trends, and what can employers do to reverse them? The Summit Careers team is digging deep to find you answers and help you find the qualified candidates that are in demand right now. Why Manufacturing Hiring is Broken There are several reasons why manufacturing hiring just isn’t what it used to be. Do any of these sound familiar? Skills Gap While candidates may have traditional manufacturing skills, they may not have the digital skills that many manufacturing jobs now require. Many experienced technicians also need to know how to troubleshoot software issues. Fierce Competition The competition is fierce for manufacturing candidates. Many companies are competing with tech facilities for the same workers. Tech giants can offer higher wages and more benefits that are pulling workers away from the traditional manufacturing sector. Changing Demographics Manufacturing jobs were popular with the now aging workforce. As these workers retire, there are fewer people who are fighting to take their place. Statistics show that while nearly 4 million manufacturing jobs are expected to open up by 2033, half of those roles will go unfilled. Just 14% of Gen Z say they would consider industrial work as a career. Workplace Stereotypes Many job seekers may have outdated beliefs about what manufacturing really looks like. While they may assume it entails dark, unmodern factories, they may be unaware that modern manufacturing is clean and efficient. Economic Uncertainty Some companies may not be able to hire the workers they need due to economic uncertainty. This can result in overworked employees and a decrease in production. Ways to Reverse The Trend While this trend in manufacturing hiring is disturbing, there are things that employers can do to improve the situation and help themselves. Offer Better Compensation Manufacturing companies can offer better wages and benefits to compete with tech companies that may have more on the table. If the offer is right, a candidate may choose to work for a smaller company rather than a tech giant. Look to Build Skills Explore internal training that helps employees with both technical and digital skills. This will allow employees to gain the knowledge they need to excel in both areas. Offer Flexible Work Schedules Since those in the manufacturing field can’t work remotely, employers can offer flexible schedules, such as 4-day work weeks. This can help to attract more candidates. Find Ways to Collaborate Work with educational institutions and staffing agencies to find trained workers who have the desired skills and are ready to work. Use Social Media for Authentic Storytelling Reverse the stereotypes that some manufacturing facilities may have by providing authentic storytelling. Use platforms like TikTok and Instagram to provide a behind-the-scenes look at a real manufacturing facility and the people who work there. Provide Referral Incentives Provide incentives for employees if they bring on a candidate who gets hired and stays on the job for a set time. This can help to attract qualified workers and retain the ones you have. Partner with Summit Careers to Find Qualified Candidates If you’re a manufacturing company looking to find qualified candidates, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. Contact us today to learn more about our manufacturing staffing program and how you can benefit.

Looking for Work? Find out How Summit Careers Can Help

October 23, 2025

We’ve all been there before: the middle of the night job search scrolling, the relentless application process that ends in ghosting. Many people find job searching a full-time job in itself. Unfortunately, when you’re doing it alone, it can be unrewarding, leaving you unemployed. When you work with Summit Careers, we do the legwork for you. We take the time to find the best job matches, so you don’t have to. Our team is dedicated to getting you on your career path. What do we do and who do we work with? Let’s take a look. How Much Time are You Spending Looking for a Job? First, it’s important to understand just how much time your job search is taking from you. While everyone is different, the tasks are the same. Do these tasks sound familiar? Skimming Through Job Boards Experts find that many people spend more than 3 hours a week just skimming through job boards. This involves reading posts that are irrelevant, otherwise known as, wasting time. Tailoring Resumes and Cover Letters If you’re lucky enough to find a job or two that suits you, you have to tailor your resume and cover letter. This can take another 5 hours or so, depending on the amount of work you have to do and how many jobs you may be applying to. Networking We all know that networking is another excellent resource in the job search, but this takes time. This can be a couple of hours a week as you make calls, write emails and reach out to people in your industry. Interviews When you do get an interest in your resume, it’s time to interview. Whether you’re doing this online or in person, this is also a time-consuming task that can yield zero results. In total, you can expect to spend at least 15 hours a week searching for a job. Yikes! But when you work with an agency like Summit Careers, you can reclaim that time and use it for other tasks. How Working with Summit Careers Saves You Time Here’s how working with Summit Careers makes the job search process easier for you: We Find the Jobs for You We work with companies that have shared their job postings with us because they know we have a pool of qualified candidates. They don’t have to waste their time posting anywhere else because they trust us to find their new hires. We Handle the Correspondence No more stalking your inbox. Our team handles the communications, so you don’t have to worry. We Schedule Interviews Once a match is made, we work to schedule a convenient interview time. Our team has made connections with hiring managers. We have built relationships that help our clients. We handle the logistics so you can concentrate on putting your best foot forward during the interview. Industries We Work With Job seekers enjoy working with Summit Careers because we partner with a wide variety of industries : Manufacturing (machine operation, assembly, quality control, etc.) Distribution (box truck drivers, CDL) Professional Trades (electrician, plumbing, auto mechanic, sheet metal work, welding) Precision Manufacturing (CNC plastics & metals, engineering, deburring, quality control, grinding) Warehousing (shipping & receiving, packers, powered machine operators, inventory control) Administrative (human resources, accounting, payroll, controller) Medical/Dental (non-clinical, nurses, medical/dental assistants, CNAs, nurse practitioners, physician assistants) Schools/Universities (teachers, professors, paraprofessionals, administrators, maintenance, cafeteria workers, chefs, prep cooks) If you’re looking for jobs in any of these fields, it’s time to partner with Summit Careers! Connect with Summit Careers in Your Job Search Summit Careers is here to help you find your next employer! Whether you’re looking for permanent or seasonal work, we can help. Now is the time to apply for seasonal positions, so don’t miss out on your next opportunity. Let us know the type of job you’re looking for and we can connect you with the right companies. Reach out to us today and submit your resume so one of our recruitment consultants can get to work for you!