Quebec’s manufacturing sector is facing an unprecedented recruitment crisis. While industry accounts for nearly 14% of the provincial GDP, companies are struggling to fill their vacancies, from production operators to senior managers. According to the Quebec Manufacturers and Exporters (MEQ), more than 80% of manufacturers say that the labour shortage is slowing down their growth. At Hera Human Resources, we work with manufacturing companies on a daily basis to identify and attract the talent that will make a difference.
The extent of the shortage in manufacturing
Quebec’s manufacturing sector has thousands of unfilled positions. This reality affects both large companies and SMEs, and concerns all hierarchical levels. The positions of production manager, quality manager and process engineer are among the most difficult to fill. Competition among employers is fierce, and qualified candidates often receive multiple offers simultaneously.
This situation can be explained by several combined factors: the aging of the workforce, the lack of attraction of young people to manufacturing professions, competition from the technological and service sectors, as well as the digital transformation that requires new skills.
The main challenges of manufacturing recruitment
The image of the sector to be reinvented
The manufacturing sector still suffers from an outdated image. Many potential candidates associate the industry with harsh working conditions and uncompetitive salaries. However, the reality has changed considerably: modern factories are increasingly automated, clean and technologically advanced. Companies that are successful in communicating this transformation attract more applications.
Competition for technical talent
Versatile technical profiles, capable of mastering new production technologies, are extremely sought after. Operations managers must compete with other industries to attract this rare talent. Robotics, automation and Industry 4.0 are creating a demand for skills that did not exist ten years ago.
Retention of key employees
Recruiting is one thing, retaining is another. Turnover in the manufacturing sector remains high, particularly for entry-level positions. Companies need to invest in employee experience, continuous training, and clear career paths to retain their teams.
Winning strategies for recruiting in the manufacturing industry
| Strategy | Effectiveness | time | Relative cost |
|---|---|---|---|
| Partnership with a specialized recruitment firm | Very High | Immediate | Medium to High |
| Internal Referral Program | High | 1-2 months | Low |
| Collaboration with training centres | Medium to high | 3-6 months | Medium |
| Employer brand on social networks | Medium | 3-6 months | Low to medium |
| Immigration and International Recruitment | High | 6-12 months | High |
| Automation and Reduction of Requirements | Variable | 6-18 months | Very High |
Rely on a specialized recruitment firm
Hiring a headhunter in Montreal who specializes in the manufacturing sector gives you access to a network of qualified candidates who are not necessarily actively looking for a job. These professionals know the specificities of the sector and can quickly identify profiles that match the company’s needs.
Developing your employer brand
Manufacturing companies that invest in their employer brand stand out in the market. This involves highlighting working conditions, innovative projects, corporate culture and opportunities for advancement. Employee testimonials and virtual factory tours are particularly effective tools.
Investing in training and development
Faced with the scarcity of perfectly qualified candidates, many companies choose to recruit high-potential profiles and train them internally. This approach, combined with partnerships with vocational training centres, makes it possible to build a talent pool adapted to the specific needs of the organisation.
International recruitment as a solution
The recruitment of temporary foreign workers and permanent immigration are important levers for the manufacturing sector. Quebec has immigration programs adapted to the needs of the labour market, and a human resources advisor can help companies in these complex procedures.
Industry 4.0 and its impact on recruitment
The fourth industrial revolution is transforming the profiles sought by manufacturers. Skills in robot programming, production data analysis, predictive maintenance and automated system management are becoming essential. Plant managers must now incorporate these new realities into their recruitment criteria and adapt their job openings accordingly.
Frequently Asked Questions About Manufacturing Recruitment
How long does it take to recruit a manufacturing executive?
The average time to hire a management position in the manufacturing sector varies between 8 and 16 weeks. This time can be significantly reduced by using a specialist recruitment firm that already has a network of qualified candidates in the sector.
What are the hardest positions to fill in manufacturing?
The positions of production manager, process engineer, maintenance manager and quality manager are among the most difficult to fill. Profiles combining technical expertise and management skills are particularly rare in the Quebec market.
How can we attract young people to the manufacturing sector?
Companies that succeed in attracting young talent rely on technology, innovation and flexibility. Internship programs, open days in factories and an active presence on social media are helping to modernize the image of the industry among Gen Z.
Is telecommuting possible in manufacturing?
Although production stations require a physical presence, many support functions (planning, quality, engineering, project management) can benefit from a hybrid model. Companies that offer this flexibility for eligible positions significantly expand their recruitment pool.
What budget should be planned for the recruitment of a production manager?
The fees of a recruitment firm generally represent between 15% and 25% of the annual salary of the position to be filled. For a production manager in Quebec, whose salary is between $100,000 and $150,000, you should plan for an investment of $15,000 to $37,500 in recruitment costs.