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The light industrial sector is experiencing unprecedented growth, driven by manufacturing, assembly, and warehousing demands. However, finding and retaining skilled workers in this sector remains a consistent challenge.

Light industrial work frequently focuses on the creation of smaller parts and materials that become building blocks for larger, more complex goods. Light industrial job roles can involve anything from making small components to packaging and shipping them, ensuring quality control, or even operating the production machinery to hiring the assembly line workforce to warehouse management.

Staffing needs for this industry range from temporary positions to temp-to-perm and permanent placements:

  • Temporary Staffing: Companies often require additional manpower for seasonal peaks or specific projects, and temporary workers fill these short-term gaps.
  • Temp-to-Perm Staffing: This hybrid approach allows employers to assess candidates’ fit before offering permanent employment. It provides flexibility while ensuring long-term compatibility.
  • Permanent Staffing: For critical roles, companies seek permanent employees. These positions require careful matching to avoid turnover.

The Turnover Challenge: A Light Industrial Reality

The light industrial job sector has witnessed a staggering 60% surge in worker resignations compared to pre-pandemic levels.

High turnover rates plague the industry due to several factors. Being a generally low-paying sector, even slightly higher wages in light industries can attract candidates, and encourage job hopping.

Moreover, many light industrial jobs are project-based or seasonal. The dynamic nature of light industrial work, with workers often transitioning between different tasks, can contribute to higher rates of employee movement.

There are two major reasons why workers switch their jobs:

1. Low Pay

Low pay remains a significant hurdle in finding industrial workforce solutions, and driving employee turnover. Employees become dissatisfied when compensation fails to meet basic needs, or align with market standards. Financial stress affects overall well-being and job satisfaction.

Addressing Low Pay:

  • Employers must evaluate salary structures regularly.
  • Competitive wages can attract and retain talent.
  • Benefits like health insurance and retirement plans enhance overall compensation.

2. No Opportunity for Advancement

When employees perceive limited growth prospects within an organization, they become restless. The desire for professional development and upward mobility drives their decisions.

Creating Advancement Paths:

  • Regular performance evaluations and feedback help employees understand their growth potential.
  • Promotions based on merit motivate and retain staff.
  • Clear career tracks and skill development programs are essential. Training the staff in advanced manufacturing techniques and smart factory implementations in the work environment can help the staff grow.

Challenges in Light Industry Staffing

The volatile nature of the light industry sector presents unique challenges for businesses trying to build a reliable workforce.

Sifting Through a Sea of Applicants: The Screening Burden

In light industrial staffing, the initial candidate pool can be vast. This abundance, however, often translates to a time-consuming sifting process.

Resumes pile up, requiring significant resources to screen for the specific skills and experience needed for the job. Unfortunately, the conversion rate from this large pool can be frustratingly low.

Reaching the Right People: Beyond the Job Board

Workers in light industrial jobs often have a limited online presence. While job boards like LinkedIn can be helpful, they may not reach the larger talent pool. This makes it difficult to connect with qualified candidates.

E-mail outreach can be ineffective, and relying solely on online applications creates a communication gap. The good news? Phone outreach often proves more successful, allowing for a more personal connection.

The Resume Conundrum: Compliance and Competency

Another hurdle stems from the nature of the light industrial workforce. Many skilled candidates might not have traditionally formatted resumes, focusing on their practical skills rather than extensive formal education.

This can create a compliance challenge for staffing companies that need proper documentation to ensure they follow regulations.

Partnering for Success: How Expertise Can Help

These challenges can be tackled by partnering with experienced staffing experts. Experts in the light industrial sector understand these complexities thoroughly, and have developed strategies to overcome them. They can leverage their industry knowledge to:

  • Utilize targeted sourcing techniques to find the right talent beyond traditional job boards.
  • Implement efficient screening processes that identify the most qualified candidates quickly.
  • Develop engaging outreach strategies that connect with candidates where they are.

Offshore Partners for Light Industrial Staffing Services: The IMS People Possible Advantage

Hiring for stable light industrial staffing services requires strategic approaches. With its collaborative mindset, cost-effectiveness, and staffing expertize, IMS People Possible stands as the key to efficient workforce management.

We hold crucial insights and experience in light industrial staffing, understanding its unique challenges and providing round-the-clock assistance. Whether you need 5 or 500 workers, we adapt swiftly.

Leveraging our industry expertize, we helped one of our clients achieve a 39% increment in light industrial placements. How did we do it? Contact us today at!

If you are navigating the complexities of light industrial staffing, reach out to IMS People Possible for a free consultation tailored to your specific needs.