Why Clarity Is Key When Hiring Engineering & Manufacturing Talent

Hiring engineering and manufacturing talent is competitive. Skilled professionals are in demand, and the market keeps changing. Many companies focus on salary and benefits, but one important factor often gets missed: clarity.  

At Michael Page, we believe clarity is the key to successful hiring. It helps employers attract, connect with, and keep top technical talent. Our latest Engineering & Manufacturing Talent Insights infographic shows why clarity is driving hiring success in 2025.  

The Current Hiring Challenge

Hiring in engineering and manufacturing remains challenging. Over the past year, 60% of companies have found it difficult to recruit. While conditions are improving, competition for the right people is still strong. Many skilled candidates aren’t actively looking, which adds to the challenge.

To explore what’s driving these trends, read our Talent Trends study. It highlights the key forces shaping technical recruitment today. 

How Can You Reach Passive Technical Talent?

Our research shows 39% of professionals plan to look for a new job within a year. Of those not actively searching, 94% would still consider the right offer.

This points to a passive workforce. People aren’t applying, but they’re open to change.  

To reach this ‘wait and see’ group, employers need to present roles with purpose and precision. Job ads should make it clear what the work involves, why it matters, and what success looks like, rather than just listing tasks. When candidates can see the value and the fit, they are more likely to engage.

Clarity helps build trust, reduces misunderstandings, and speeds up the hiring process. In a competitive market, it is often what sets great employers apart. 

How Clarity Improves Hiring Outcomes in Engineering and Manufacturing

1. Clear Job Descriptions

• Use plain language and avoid jargon
• Explain responsibilities, success measures and reporting lines
• Separate must have and nice to have skills

Why it matters: Clear descriptions help candidates self-select, improving quality and retention.

   2. Clear Hiring Journey

• Share interview stages, timelines and decision points
• Reduce candidate drop-off by removing uncertainty

Why it matters: Transparency builds trust and keeps candidates engaged.

   3. Salary Range Disclosure

• List pay bands in job postings
• Use our salary guides to benchmark offers

Why it matters:  

• Nearly 50% of professionals say higher pay drives job decisions
• Only 12% say salary alone is the main reason they move
• Transparency improves application quality and respects candidates’ time

   4. Defined Flexibility Options

• Be clear about hybrid, remote or on-site expectations.

Why it matters:  

• 22% of professionals are ready to leave if flexibility changes
• Early clarity supports retention

  5. Honest Leadership and Culture Communication

• Share leadership values and company purpose  
• Use employee testimonials and videos to show authenticity

Why it matters:

• 46% of employees don’t trust leaders to balance business needs with well-being
• 42% are considering leaving due to poor leadership decisions
• Only 38% feel they can be themselves at work
• Just 34% feel included

  6. Transparent AI and Skills Strategy

• Clarify your approach to automation and AI tools
• Share career development plans

Why it matters: Candidates want confidence in your long-term direction and future readiness. 

What Are Engineering & Manufacturing Professionals Looking For?

Today’s engineering and manufacturing professionals are looking beyond pay. They want balance, purpose and strong leadership. 

Work-Life Balance and Flexibility

Work-life balance is essential for 83% of professionals. For 32% flexible working is the top priority when choosing a new role.

In rigid industries, this calls for a shift in thinking,. Flexibility means more than location. It’s about autonomy, trust and results. 

Purpose and Culture

43% value purpose in their work. 48% prioritise company culture fit.

Clear communication about mission, values and culture helps candidates decide if your organisation fits their goals.  

The Productivity Perception Gap

Managers and employees often see productivity differently. 64% of managers say office work improves output. Only 28% of employees agree.  

To close this gap, employers should focus on outcomes, not attendance. Define clear performance measures. Explain what productivity looks like. Recognise results wherever they happen. Use regular feedback and open discussions to align expectations and build trust. 

AI Adoption and Clarity Around Change

Technology is reshaping the workforce and clarity is essential here too.  

• 22% of engineering and manufacturing employees already use generative AI at work.  
• 50% report productivity gains and 78% say it improves work quality.  
• Yet 66% say employers are not preparing them for AI adoption.

This creates a communication gap and a potential risk. Employers should explain how AI is used. They should share what training is available and how AI supports roles. Clear messaging builds trust, lowers fear, and boosts engagement.  

What Can Clarity Really Do for Your Hiring Success?

Clarity does more than attract candidate. It builds employer reputation; speeds up hiring and improves retention. It also helps close the trust gap. Employees want to believe in leadership and feel supported at work.

In a sector built on precision, clarity should guide every part of your talent strategy. From job ads to leadership messages, transparency strengthens connection and performance.  

How Can Clarity Help You Attract and Retain Top Technical Talent?

The engineering and manufacturing workforce is changing. Professionals are open to new opportunities, but they’re selective. They want employers who communicate openly and deliver on their promises.  

Clarity is now a competitive advantage. It helps businesses connect with active and passive talent. It builds trust and attracts professionals ready to shape the future of the industry.  

Explore more insights in our Talent Trends study and download the infographic below to see what engineering and manufacturing professionals really want from employers.

Want help refining your hiring strategy? Request a call back from our team to discuss how we can support your recruitment goals.