Hiring assemblers and general labourers: 6 levers

In manufacturing, assembler, labourer and operator positions remain hard to fill. Candidates have choices, and they leave quickly if the job doesn't meet their expectations. Here's what works best for the manufacturers we support.

1. Post the pay and the schedule

A production candidate first compares pay, shift and commute. A job posting with a clear salary range and the exact schedule gets more applications, and better ones. Why you should post the salary range.

2. Open the door to candidates with no experience

Requiring three years of experience for an assembler helper position shuts out many good candidates. Hire for reliability, dexterity and willingness to learn, then train. A buddy on the floor for the first few weeks changes everything.

3. Write a simple, concrete posting

Describe a typical day, the tools used, the environment (clean, hot, noisy) and the real benefits. Avoid jargon and generic lists of qualities. Writing a job description that attracts.

4. Respond fast

The best production candidates are hired within days. Call back within 24 hours, offer a short interview and, if possible, a plant tour the same day.

5. Take care of the first 90 days

Most departures happen early on. A structured welcome, a stable schedule and check-ins at 30, 60 and 90 days greatly reduce turnover. The 30-60-90 onboarding plan.

6. Advertise where the candidates are

Labourers and assemblers mostly search on their phones: local Facebook groups, Google Jobs, word of mouth. A single ad on a job board is no longer enough.

Need several people quickly?

Apex Talents recruits for manufacturers: assemblers, labourers and production staff. We handle posting, phone screening, interviews and follow-up after hiring. Discover our volume recruitment or let's talk about your need.