Manufacturing is on the rise—but a shortage of skilled workers threatens to hold it back. As seasoned employees retire and demand for advanced capabilities continues to grow, companies like American Crane and Equipment Corporation are asking an important question: How do we bring the next generation into the fold and set them up for success?
The Workforce is Changing—And So Must We
Modern manufacturing looks nothing like the outdated stereotypes. From robotics and CNC machining to custom-engineered lifting systems, today’s shop floors are driven by innovation and precision. But as the work evolves, so does the skillset it demands.
According to a study conducted by Deloitte and The Manufacturing Institute in 2024, the U.S. manufacturing sector will need to fill approximately 3.8 million positions over the next decade. Without meaningful progress in training and recruitment, as many as half of those jobs could go unfilled. Similar challenges are emerging in industrialized countries around the world, highlighting a workforce gap that crosses borders and industries.
To keep up, manufacturers need a clear, intentional approach to workforce development—one that invites talent in and helps them grow with the industry.
Strategy 1: Build Clear, Accessible Training Pathways
One of the best ways to close the skills gap is by creating structured, approachable entry points into manufacturing. This might include partnerships with technical schools and trade programs, as well as strong in-house training initiatives that turn curiosity into hands-on experience.
Whether a high school student exploring career options or an adult making a career change, early exposure to real-world tools, mentorship, and training can make a lasting impact. The more we connect education to practical skills, the stronger and more confident the next generation will be.
Strategy 2: Use Apprenticeships to Develop and Retain Talent
Apprenticeships offer a straightforward way to build skills and loyalty. When companies invest in paid, structured training that leads to full-time work, they’re not just teaching technical know-how—they’re showing employees there’s a future here. National organizations like Jobs for the Future are helping scale these kinds of programs, particularly in advanced manufacturing, by supporting employers in designing equitable, high-quality apprenticeships.
This approach is especially important in areas like crane manufacturing, nuclear handling systems, and complex engineered solutions, where precision and safety come from experience.
Strategy 3: Strengthen Employer Branding and Outreach
Job seekers today want more than just a paycheck. They want to work for companies that share their values, provide opportunities to grow, and make a meaningful impact.
Manufacturers need to tell their story—through behind-the-scenes videos, employee spotlights, facility tours, and community engagement. These efforts help change perceptions and highlight the exciting, high-tech nature of modern manufacturing careers.
A strong employer brand does more than attract candidates—it connects the work you do with the people who want to be part of it.
Looking Ahead
There’s no single fix for the skills gap. But by investing in training, rethinking recruitment, and creating a culture where people can grow, manufacturers can build a workforce ready for the future.
At American Crane, we know our strength comes from the people behind the machines. That’s why we focus on developing talent, sharing knowledge, and creating opportunities for the next generation to thrive. Visit www.americancrane.com/careers and see what opportunities we have!