The Skilled Trade Talent Crisis
ON-DEMAND RECORDING & TAKEAWAYS FOR EMPLOYERS
Where has all the skilled trade talent gone? Are they coming back? Will Gen Z (âThe Toolbelt Generationâ) change the game?
Hit play and get answers to these questions and so many more in this data- and expert-rich Webinar from PrideStaff.
Ways to explore & learn on this page
Hiring & Retaining the Next Generation of Skilled Trade Talent
Our Panel of Labor & Manufacturing Experts
Ron Hetrick
Senior Labor Economist, Lightcast
LinkedIn
Genelle Taylor Kumpe
CEO, San Joaquin Valley Manufacturing Alliance & Fresno Business Council
LinkedIn
Sean Akin
VP of Branch Offices, PrideStaff
LinkedIn
Leslie Vickrey
CEO, ClearEdge
LinkedIn
Reading & Streaming Recommendations from the Panel
What are the labor and workforce experts behind this Webinar reading and watching? Here are some insightful and entertaining recommendations:
What to Read/Listen To
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What to Watch
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Read our Workforce Event Recap
If you donât have an hour to watch the webinar right now, here is a recap of the major talking points, some key data points and great takeaways from each of our speakers. Enjoy!
Solving the Skilled Trades Talent Crisis: The Experts Weigh In
For employers in the skilled trades and across the manufacturing sector, the challenge of hiring and retaining workers has never been more pressing. In our recent webinar, “Hiring & Retaining the Next Generation of Skilled Trade Talent,” hosted by Leslie Vickery, CEO of ClearEdge, industry experts outlined and tackled some of the biggest hurdles facing skilled labor employers today. This recap offers a high-level look at the discussion as well as the takeaways designed to help employees address their recruiting and retention challenges.
We encourage you to dive in, and, if you have the time, watch the full webinar playback here. You will not be disappointed.
The Skilled Labor Storm Youâre Feeling: Ron Hetrickâs Keynote
Featuring mindblowing insights from senior Lightcast labor economist Ron Hetrick, this one-hour presentation and discussion offered a stark look at the demographic realities employers must come to terms with. Ron had the audience on the edge of their collective seats in his keynote as he shared what many people recruiting and managing skilled labor and manufacturing employees know and feel to be true:
Millions of workers have gone missing, and they are not coming back.
Source: Ron Hetrickâs keynote address outlined not only the immediate loss of workers in the pandemic but also the fact that so many are not coming back. Especially men.
After outlining in detail the recent loss of workers in the marketplace, Ron shared the reality that one attendee described as âcritical insight that should be more in the mainstream right now.â The reality? The US has built a highly educated labor force that has a high participation rate in the workforce.
Source: Ron Hetrick, The Rising Storm
As the chart below shows, between 2019 and 2025, the US added 6.7 million workers with bachelorâs degrees while it lost 261,000 workers without bachelorâs degrees. But, the greatest talent demand right now is not for highly educated workers. As Ron explained, âRoughly 60% of all open jobs do not require a college degree.â This mismatch is fueling an urgent need for skilled trade professionals, from electricians to mechanics, but businesses are struggling to fill these roles.
Source: Ron Hetrick, The Rising Storm
Ronâs market analysis contained news that is both good and challenging. Unemployment, especially in production and the skilled trades, remains historically low. Meanwhile, manufacturing and retail industries are holding strong. Thatâs good economic news with a hard lesson for employers. There is a talent storm brewing (Ronâs report on the full storm ahead can be found here), and employers have work to do to stay ahead of it.
Bridging the Skilled Trades Skills Gap: Genelle Taylor Kumpe
Panelist Genelle Taylor Kumpe, CEO of the San Joaquin Valley Manufacturing Alliance and Fresno Business Council, echoed Ronâs concerns while sharing good news on what she is seeing on the ground from manufacturers and employers.
According to Genelle, manufacturers are starting to address skill gaps by upskilling their workforce and working to preserve institutional knowledge. She is seeing companies take important steps forward including:
- Forming partnerships with schools for hands-on training
- Restructuring roles to attract younger workers
- Actively shaping education programs to meet industry needs
Alliances like the San Joaquin Valley Manufacturing Alliance, are playing key roles in this effort by driving apprenticeship programs, building industry-led training, and aligning classroom learning with real-world demands. âInstead of passively waiting for skilled workers, manufacturers are stepping up to create and cultivate the talent they need. Thatâs what we are seeing,â Genelle shared.
The Rise of the âTool Belt Generationâ: Sean Akin
Sean Akin, VP of Branch Operations at PrideStaff, shed light on Gen Z workers and what he and his teams are seeing on the ground. Are they opting out of expensive college degrees in favor of skilled trade careers? Here is what Sean revealed:
Sometimes referred to as the “Tool Belt Generation,” a growing number of young workers are beginning to realize that trade careers offer stability, high wages, and job security without the burden of student debt. However, Sean reminded the audience that this is still early days.
âGen Z is still a smaller piece of the puzzle. Millennials remain the largest segment of the workforce, but weâre slowly seeing more of them jump into skilled trades.â explained Sean. âMany are choosing this path because they do not want to go hundreds of thousands of dollars in debt and make the same amount as if they went to vocational school or entered the workforce after high school.”
Seanâs advice to employers looking to engage these Millennials and Gen Z is to adapt their workforce development away from the traditional methods used with Baby Boomers. With fewer experienced workers available, companies need to invest in in-house training, apprenticeships, mentorship programs, and partnerships with schools and trade programs. From Seanâs perspective, businesses embracing training innovation and smart automation and technology are thriving while those resisting change and looking to old-school approaches are struggling.
Key Takeaways for Employers of Skilled Trade Labor
The panelists shared actionable strategies for businesses looking to stay ahead in todayâs competitive hiring landscape:
- Invest in training & mentorship: Companies must take a proactive role in developing their workforce through structured training and mentorship programs.
- Build partnerships with schools: Engaging with high schools, trade schools, and community colleges can help create a pipeline of skilled talent.
- Rethink hiring requirements: Employers should focus on finding reliable, hardworking individuals and upskilling them rather than holding out for the “perfect” candidate with years of experience.
- Highlight career growth opportunities: Many young workers donât realize how lucrative skilled trades can be. Employers should market clear career progression paths, including earning potential over time.
- Foster a strong workplace culture: Creating a workplace environment where workers feel valuedâthrough flexible scheduling, competitive pay, and professional developmentâcan reduce absenteeism and turnover.
Final Thoughts on the Future of Skilled Trades
As Ron Hetrick pointed out, the labor market isnât going back to the way it was. Companies that adapt to these workforce shifts by investing in training, embracing new hiring strategies, and fostering community partnerships will be the ones that thrive.
Missed the webinar? Watch the replay here.
Connect with PrideStaff
Looking for more insights on how your organization can take action today to build a strong, resilient workforce for the future? Connect with PrideStaff and letâs keep the conversation going.
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Q&A from Next Generation of Skilled Trade Talent Webinar
Because we were not able to answer every question that came in during the Webinar, we have added a Q&A section here. Thanks to all our attendees for your engagement. Here are your answers to more important workforce questions.
Q1: I have a small tool & die shop (10 employees), we are doing virtually everything you advocate to one level or another, but still have trouble finding and retaining good employees. How do we take this to the next level without breaking the bank?
It’s great to hear that you’re already implementing best practices for attracting and retaining employees. For a small shop, optimizing your current strategies can yield significant results without a large budget. Here are a few ideas to consider:
- Leverage local schools & apprenticeships: Partnering with local high schools, trade schools, and community colleges can create a direct talent pipeline. Even informal partnershipsâlike offering shop tours, mentoring students, or guest speakingâcan introduce you to young talent.
- Employee referral incentives: Consider a small referral bonus or non-monetary incentives for current employees who bring in quality hires.
- Culture & career pathing: Gen Z is drawn to workplaces that feel modern, supportive, and purpose-driven. Highlight potential career growth and emphasize how working in skilled trades provides stability and advancement opportunities.
- Social media presence: Showcasing your shop culture and success stories through social media can help attract younger workers.
Q2: What have you heard regarding the new generations coming in to work late?
There’s a perception that younger workers struggle with punctuality, but this varies by individual and workplace culture. When Gen Z employees understand why punctuality matters in their specific roleâespecially in industries like skilled tradesâthey tend to adjust.
Here are some ways to address tardiness:
- Clear expectations & consequences: Be upfront about the importance of punctuality and the impact of tardiness on the team.
- Flexible start times (if possible): Consider shifting schedules slightly to align with employee habits without hurting productivity. Can the work still be done if the start time is pushed back?
- Accountability & mentorship: Pairing younger workers with experienced team members can reinforce workplace expectations and foster engagement.
With the right communication and workplace culture, many of these issues can be managed effectively.
Q3: As a baby boomer who is still working I still find significant age bias in hiring practices. Why, given the employment picture and lack of experienced talent does this type of bias still exist?
If youâre struggling to get hired because of your age, youâre not alone. Some employers assume older workers canât keep up with physical demands or arenât as adaptable. But you have experience, reliability, and skills that younger workers may lackâand there are ways to make sure employers see that.
Highlight your skills, not just your years
Some jobs donât require decades of experience, so instead of focusing on how long youâve been in the trade, emphasize:
- Your expertise in specialized skills
- Your ability to train and mentor younger workers
- Your strong work ethic and reliability
Be thoughtful on job applications
List only the last 10-15 years of experienceâthis keeps your resume relevant.
- Skip graduation dates or older certifications unless theyâre required.
- Focus on what you can do today, not just what youâve done in the past.
Stay up to date with industry trends
Employers want workers who can keep up with new tools, materials, and technology. If you havenât already:
- Take short courses or certifications to stay current.
- Learn any new equipment, software, or safety protocols used in your field.
- Mention this in applications and interviews to show youâre still at the top of your game.
Leverage your network
Many skilled labor jobs are filled through word of mouth. Make sure people in your industry know youâre looking by connecting with previous coworkers, supervisors, or union reps and visiting job sites or supply shops where hiring managers might be.
Q4: Do you see employers hiring specific positions to train and mentor to develop the incoming GenZ skilled labor workers?
Rather than hiring new positions specifically for training and mentorship, many manufacturers are leveraging their seasoned workforce to bridge the skills gap and prepare Gen Z workers. This approach is not only cost-effective, but also preserves valuable institutional knowledge while fostering a culture of learning and development. Experienced employees are being placed into mentorship roles where they guide and train new hires, passing on their technical expertise and industry insights.
This model has several advantages. First, seasoned workers bring practical, real-world experience that canât be replicated through traditional training programs. Their deep understanding of the companyâs processes, products, and culture makes them ideal mentors. Additionally, many companies are formalizing this approach by creating âleadâ or âseniorâ roles that include mentorship and training as part of the job description. These roles allow veteran employees to stay actively engaged in production while also shaping the next generation of skilled workers.
In addition to leveraging seasoned workers, companies are also engaging interns to support the development of training manuals and process documentation. Interns, often with fresh perspectives and strong digital skills, are collaborating with experienced employees to capture essential operational knowledge. By documenting workflows and creating detailed training manuals, they help standardize processes and make critical knowledge easily transferable to newer employees. This not only enhances onboarding efficiency but also ensures consistency in operations.
Furthermore, many manufacturers are pursuing ISO certification as a strategic move to formalize and standardize processes. Achieving ISO certification requires meticulous documentation of procedures, workflows, and quality standards, which naturally leads to the creation of comprehensive training materials. This structured approach not only supports efficient knowledge transfer but also enhances overall operational efficiency and product quality. ISO certification ensures that knowledge is institutionalized rather than residing with individual employees, safeguarding the organization against the impact of retirements or turnover.
By combining the wisdom and mentorship of seasoned workers with the documentation and standardization benefits of intern-led initiatives and ISO certification, companies are building robust training systems. This integrated approach not only prepares Gen Z workers more effectively but also enhances operational resilience and continuity.
Q5: Flexibility is hard in manufacturing. When building products, we need our people to be there, and flexibility is harder. Suggestions?
Youâre absolutely rightâmanufacturing environments have unique challenges when it comes to flexibility, as many roles require on-site, hands-on work. However, manufacturers are finding creative ways to introduce flexibility without compromising productivity. One approach is implementing staggered shifts or compressed workweeks, allowing employees to work longer days for fewer days per week. This provides them with more consecutive days off, supporting a better work-life balance.
Another strategy is cross-training employees to perform multiple roles within the production line. This not only increases operational efficiency but also allows employees to rotate between tasks, reducing burnout and enhancing job satisfaction. Additionally, manufacturers are exploring flexible start and end times within shifts, offering a level of autonomy while maintaining necessary coverage.
Weâre also seeing companies embrace technology for more adaptive scheduling. Workforce management software can optimize shift patterns based on production demands, employee availability, and skill sets, ensuring operational continuity while giving employees some say in their schedules. Lastly, implementing a robust communication platform keeps teams connected and informed, even when schedules vary.
