The demand for workers in the manufacturing industry is far outpacing supply. One of the best ways to tackle the skills gap involves investment in identifying and training capable entry-level workers.
What you should know
- Despite high demand and projected growth — nearly 4 million workers needed by 2033 — many manufacturing roles remain unfilled due to outdated perceptions of the work, limited training programs, and the increasing need for tech-savvy, digitally capable workers.
- High-turnover and high-skill positions like maintenance technicians, welders,, mechanics, inspectors, and machinists are especially sought after, with responsibilities shifting toward advanced machinery, robotics, and automation.
- Tools like eSkill’s hard skills assessments — covering mechanical aptitude, industrial math, attention to detail, blueprint reading, and digital literacy — allow employers to identify trainable, capable candidates and reduce costly hiring mistakes.
Just about half of manufacturing professionals cited attracting and retaining employees as a top business challenge in Q2 of 2025, according to NAM’s quarterly outlook survey.
Which seems counterintuitive when you consider the growing number of job openings in the industry — which stands at just over 400,000 as of May 2025 (that’s a modest increase over the previous two months, which hovered just under 400K).
What’s with the disconnect?
“Attracting employees” just scratches the surface of the issue. The true obstacle lies in attracting skilled workers who understand the tech — especially new tech — entering the manufacturing space. Or, at the least, attracting workers who can be trained — and won’t quit before that training is over.
Highly-trained, niche-skilled manufacturing experts aren’t exactly out there, milling about, waiting for a job to land in their lap. However, there are plenty of capable individuals with the aptitude to develop the digital-first skills needed in manufacturing.
Many manufacturing professionals cite fragmented on-the-job training and a lack of L&D focus as a major pain point holding the industry back. It’s no easy fix, either: with most entry-level hires dropping out within their first year on the job, training represents a steep investment without a guaranteed return.
How are manufacturers supposed to find trainable, capable, ambitious individuals who will stay on the job for the long haul? Or — at the very least — past the training stage?
The manufacturing skills gap
The manufacturing skills gap — created by a lack of pipeline in skilling — is a continuing issue for the industry. Drawing candidates to the industry and ensuring trainability are both two bottlenecks holding back the industry from filling in highly necessary, vacant roles.
Nearly 4 million job openings are predicted to open in manufacturing by 2033. And yet — it’s likely half of those roles will go unfilled, if the industry doesn’t make some big shifts.
On top of that, construction spending in manufacturing (to build new or expand existing factories) has almost tripled since 2020. Just last January, that investment reached a record high of $225 billion — a 37% YoY increase.
Current federal administration efforts are expected to further increase investment in US manufacturing, as reshoring takes priority.
Lack of on-the-job training
According to the US Bureau of Labor Statistics, most production roles typically require a high school diploma — and skills are typically learned through on-the-job training, not a formal education program.
And according to the Manufacturing Institute, almost 70% of manufacturers rely on internal training programs to address skills gaps and fill open positions. Machinists, assemblers, and production technicians, for example, are usually trained on-the-job.
Most manufacturing training is fragmented — and few training programs, like apprenticeships, exist in the field. Until this bottleneck can be solved, there will continue to be a hiring gap in the industry.
The retention risk
Companies are typically hesitant to invest in long on-the-job training pipelines for entry-level workers because attrition rates for entry-level workers are high — especially in manufacturing.
Additionally, many applicants might need help catching up on basic math skills, and they may need some assistance with blueprint reading and learning attention-to-detail. That could slow down on-the-job training.
Without foundation training or pre-employment training, companies can struggle to train efficiently. That’s especially true if they lack systems in place — competent teachers and ways to benchmark workers, for example — to help entry-level workers.
Changing roles in manufacturing
AI integrations and smart factories are changing what manufacturing productivity looks like — and the roles of manufacturing employees all around.
Maintenance Technicians
High turnover and growing complexity in manufacturing equipment are driving strong demand for maintenance technicians.
These professionals are responsible for keeping iteratively more complex machinery — from robotics to 3D printers — running smoothly. As manufacturing processes become more automated, the need for technicians who understand and can sustain these systems becomes even more critical.
Welders
Welding remains a foundational skill in manufacturing, with strong demand despite limited overall employment growth. The U.S. Bureau of Labor Statistics projects around 45,800 openings each year, primarily due to workforce turnover and retirements. Welders are responsible for reading blueprints and specifications, measuring and preparing materials, and of course, executing welds according to technical plans.
On-the-job training is typically moderate, making this a good entry point for skilled trades.
Mechanics
Often the unsung heroes of the factory floor, industrial machinery mechanics are seeing 15% job growth from 2023 to 2033 — much faster than average. These roles involve installing, repairing, and maintaining high-tech equipment like CNC machines and robotics.
Training typically takes over a year and covers a wide range of skills, from blueprint reading and welding to computer programming and electronics. With around 53,000 openings expected annually, the opportunity is significant — especially for candidates with a strong mechanical aptitude and willingness to learn.
Inspectors / Quality Control Technicians
Even as automation reshapes inspection tasks, human expertise in quality control remains vital. While total employment for quality control inspectors is expected to decline slightly, around 65,200 openings are projected each year due to turnover and retirements.
These professionals ensure that products meet specifications, using tools ranging from calipers and micrometers to sophisticated 3D scanners. They also document results, troubleshoot defects, and recommend production adjustments. In high-precision industries like aerospace and automotive, many inspectors go through paid apprenticeship programs to build advanced technical and analytical skills.
Machine Operator / Machinist
Machinists and tool and die makers continue to play a critical role, even in an era of digital manufacturing. While overall employment is expected to remain stable, about 35,400 openings are projected each year due to workforce churn.
Responsibilities include reading detailed blueprints and CAD/CAM files, setting up and operating CNC machines, and shaping and grinding parts to exact specifications.
Most machinists and tool and die makers gain expertise through apprenticeships or progressive on-the-job training, often beginning as entry-level machine operators.
The top five pre-hire tests for manufacturing jobs
Pre-hire tests are one way to act on the skills gap crisis: not only can you single out experienced candidates with the skills necessary for the job at hand (and prevent safety mistakes), but you can find candidates with the aptitude to develop skills necessary.
If you have a training or apprenticeship program in place, this may help you find candidates who will stick through and additionally improve retention.
One solution manufacturers are using is pre-hire skills testing — using assessments that evaluate basic aptitude and job-readiness, on top of transferable skills in mechanics and digital aptitude. You can use tests to “filter” out candidates or to simply gauge their skills before hiring them.
Mechanical Aptitude Test
A Mechanical Aptitude Test evaluates a candidate’s understanding of fundamental mechanical and physical principles — such as gears, pulleys, levers, springs, gravity, and basic electrical concepts.
These tests are designed to assess a person’s ability to apply these principles to real-world scenarios, often through diagrams and multiple-choice questions.
Common positions that benefit from mechanical aptitude testing include machine operators, maintenance technicians, and assembly line workers. In these jobs, even a basic mechanical misjudgment can lead to costly errors or safety hazards.
That’s why using a mechanical aptitude test can help employers identify candidates who are likely to succeed in hands-on environments, make sound technical decisions, and reduce the risk of equipment damage or workplace accidents.
Ultimately, these tests ensure that new hires have the foundational knowledge needed to learn more complex systems and contribute effectively from day one.
Industrial Math Test
An Industrial Math Test evaluates a candidate’s ability to perform essential math tasks commonly required in manufacturing and production environments. These tasks include working with whole numbers, fractions, decimals, percentages, unit conversions, and basic geometry.
The test may also assess a candidate’s ability to read measurements using tools like rulers, calipers, and micrometers — skills that are critical for ensuring precision in tasks involving tight tolerances or quality standards.
Positions such as CNC operators, quality control inspectors, and production technicians rely heavily on these skills to perform their jobs correctly and efficiently. A single miscalculation in these roles can result in wasted materials, defective products, or even equipment damage.
Attention to Detail Test
An Attention to Detail Test is designed to evaluate a candidate’s ability to quickly and accurately identify small errors, inconsistencies, or defects in visual patterns, written information, or physical components. This assessment often includes tasks like comparing nearly identical images, identifying incorrect sequences, or spotting minor flaws in text or data.
This type of test is especially important for roles that require a high level of accuracy and vigilance, such as quality assurance specialists, inspectors, and assemblers.
By using an Attention to Detail Test in the hiring process, employers can ensure they’re selecting candidates who bring a sharp eye and a disciplined mindset to the production floor — key attributes for maintaining quality control, meeting compliance standards, and reducing costly errors.
Blueprint Reading Test
A Blueprint Reading Test measures a candidate’s ability to interpret and follow technical drawings, schematics, and blueprints commonly used in manufacturing, construction, and engineering environments. The test typically includes tasks like identifying dimensions, symbols, tolerances, and material specifications, as well as understanding part orientation and assembly instructions.
This skill is essential for roles that require accurate execution of detailed plans — such as machinists, welders, CNC operators, and maintenance technicians. Misreading a blueprint can result in incorrect assemblies, wasted materials, production delays, or safety hazards.
By including a Blueprint Reading Test in the hiring process, employers can ensure that candidates are equipped to follow design specifications precisely and consistently, contributing to higher product quality and fewer errors on the shop floor.
Basic Computer Literacy Test
A Basic Computer Literacy Test evaluates a candidate’s proficiency with essential digital tools and functions, such as navigating operating systems, using email, entering data, operating basic software (like word processors and spreadsheets), and understanding file management. In modern manufacturing environments, even traditionally hands-on roles often require interaction with digital systems — whether it’s logging production data, following digital work instructions, or interfacing with automated equipment.
Manufacturing is now the most innovative industry in the U.S., with increasing reliance on technology across nearly every phase of the production process.
By using a Basic Computer Literacy Test during hiring, employers can ensure that candidates are comfortable with the digital tools required to operate efficiently, adapt to new technologies, and contribute to a data-driven, high-performance work environment.
Manufacturing tests for experienced roles
Many positions now require not just hands-on skills, but also technical knowledge and familiarity with industry-specific software.
To ensure candidates are truly equipped for these higher-level roles, employers can go beyond foundational assessments and incorporate more specialized tests into their hiring process. For example, if you're hiring for roles that involve design, drafting, or technical planning, an AutoCAD skills test can be essential.
Whether you're hiring for engineers, CAD technicians, or senior maintenance planners, testing for software proficiency can help confirm that candidates have the experience and expertise to hit the ground running — without a steep learning curve or costly onboarding delays.
How eSkill can help you test for manufacturing roles
Hiring for manufacturing roles requires more than just reviewing resumes. It demands real insight into a candidate’s skills, experience, and readiness for the job.
That’s where eSkill comes in. From entry-level assessments to advanced technical evaluations, our test library covers everything from mechanical aptitude and industrial math to blueprint reading, attention to detail, and software proficiency like AutoCAD.
Whether you're hiring machine operators, CNC technicians, quality control inspectors, or production supervisors, you can mix and match test questions from different subjects to evaluate candidates on the competencies that matter most. For highly-specialized positions, you can even create your own questions from scratch to test skills unique to your role or company.
Our platform makes it easy to identify top talent quickly — reducing time-to-hire, minimizing training gaps, and ensuring your new hires are truly ready to perform from day one.
Get ademo.