When you lose workers, you also lose precious time and resources. While production lines won’t halt, they also won’t operate at 100 percent. What could you risk? Missed deadlines, broken contracts, revenue loss, decreased investor and client trust, and inefficiencies—the list goes on.
Unfortunately, the manufacturing industry requires precision and speed in almost everything. You can’t afford to waste time on traditional hiring processes that could stretch for weeks or even months. This is where staffing agencies step in. With temp-to-hire models, you can quickly fill open positions in a matter of 48 hours.
Why Staffing Agencies Are Game-Changing for Manufacturers
Traditional hiring can take weeks or months, but manufacturers need fast solutions. Here’s why staffing agencies are transforming how manufacturers handle workforce challenges:
1. Hire quickly without sacrificing quality.
Hiring takes time. Depending on the role’s complex responsibilities, recruiting the right replacement could take 25 to 44 days.¹ Most manufacturing companies need reliable talent fast. If you’re already experiencing high demands or other internal challenges, finding new workers can feel overwhelming.
With staffing agencies, you can quickly fill positions in a few days. Unlike in-house recruitment, staffing providers like Horizon America are not slowed by approvals, job ads, interviews, or resume screening. We’ve already done that. Simply choose who would fit best into your organization.
2. Take advantage of temp-to-hire staffing models.
Instead of directly hiring new employees, you can employ new workers temporarily first. A temp-to-hire approach gives you time to assess employees based on how they follow instructions, handle pressure, or fit well with the team. Hiring the wrong employees can harm your existing workforce and culture, but temp-to-hire models ensure only the most capable workers join your organization.
3. Lower overhead costs and risks.
Instead of focusing on other functions, your HR team would have to ramp up its operations to find replacements. This eats up your time and resources. Furthermore, hiring someone full-time without knowing their capabilities poses risks.
With temporary staffing, you don’t have to worry about these costs since the agency does it for you. If the placement doesn’t meet your expectations, you can always adjust without complicated paperwork or unemployment claims.
4. Be flexible and adaptable.
You might not need people to replace open roles today, but you may experience increased demand anytime. Staffing agencies allow manufacturers to scale their workforce up or down depending on their needs.
Instead of forecasting worker, project, and customer demands, quickly transform your team with the help of staffing firms. You can scale your workforce in real time and react to your circumstances with temporary employees. This ensures that you always have the right company size—no more, no less.
5. Gain access to skilled labor.
Staffing firms don’t just fill open roles. Horizon America, for example, vets candidates before a position opens. We assess skills, safety knowledge, and tool and equipment expertise, among others. This ensures that the candidates we recommend are ready to perform in your company.
How to Maximize Temp-to-Hire Staffing Models
Temp-to-hire models are the ideal solution for those who are open to (or undecided about) hiring permanent workers. Here’s how you can prepare and encourage employees to join your organization full-time:
1. Foster an inclusive and supportive environment.
All job seekers seek a healthy and positive work environment. While temporary opportunities don’t guarantee long-term engagement, these employees still desire safety and respect.
Treat your temporary workers with the same respect as your direct hires. No, you don’t need to offer the exact same benefits. However, even small gestures can go a long way in improving retention, especially if you’re looking forward to hiring them permanently.
- Invite them to informal gatherings.
- Ask for their input and feedback.
- Include them in internal communication channels.
Read more: How to Make the Most of Temp Workers—And Get Them to Stay
2. Provide skills training and mentorship.
Nothing kills engagement like a workplace that lets its employees stagnate. Light industrial jobs today no longer handle only technical matters. Every worker must develop new skills in modern software, communication tools, project management programs, or automation tools.
Make sure to support your employees’ growth in any way you can. It can be as simple as explaining a general labor role or helping them master new equipment. This helps upskill your workers, making them appreciate their employment with you. You can also assign seasoned workers to help guide new hires.
Regardless of your methods, the goal should be to support professional development, whether for permanent or temporary employees.
3. Be transparent about the terms of the employment.
Starting with the job description in your advertisements, be transparent about the responsibilities and day-to-day responsibilities of the role. This helps manage worker expectations, allowing them to decide wisely.
As the job progresses, you might decide to continue engagement, especially if you’re already utilizing temp-to-hire models. Let your employees know what to expect when transitioning into a full-time role.
- What are the key metrics?
- Are there going to be additional responsibilities?
- How will it affect their compensation packages?
- What’s the typical timeline for conversion?
4. Offer competitive compensation and perks.
While staffing agencies generally handle pay during the temp period, you can still create long-term value through performance bonuses, meal benefits, shift differential, or similar benefits.
The aim is to keep employees engaged from the start of their employment—it doesn’t mean giving identical packages to both temporary and full-time employees. If, however, you want to make an offer, it’s good for them to know the existing benefits available to permanent employees.
5. Recognize reward and effort.
Recognizing employees gives them confidence and a boost to perform even better. It’s not just to make them feel good; it can also become a strategic advantage over competitors who neglect this area.
You can do the following:
- Public shout-outs through social media, company newsletters, or internal channels.
- Periodical recognition programs and formal events.
- Employee-of-the-month programs.
- Monetary incentives and bonuses.
More than these, don’t underestimate the power of simple recognition. A heartfelt thank you or a personal visit to the production floor can make a difference. When company leaders take the first step to give recognition, you set the culture and encourage others to do the same.
Read more: Safe Workplaces, Stronger Teams: How DE&I Impacts Workplace Safety and Productivity
Choosing the Right Staffing Partner: What to Look For
Now that you know why it’s a good idea to work with a staffing agency, how do you find the right one?
1. Look for industry expertise and experience.
Different agencies focus on different niches. Some might place white-collar professionals while others focus on blue-collar roles. Since you’re in manufacturing, look for agencies that specialize in this industry.
Learn more about the firm’s reputation and how knowledgeable they are in the industry. Reputation is key when partnering with a staffing provider. It ensures you get the best qualified workers who are tailored to fit in your organization, maximizing both short and long-term engagement.
2. Evaluate their talent pool.
Ask about how the staffing provider sources and screens candidates. Do they offer background checks, skills assessments, or drug screening? The quality of evaluation will determine the skills of their applicants.
The staffing process should be transparent. This includes all documentation, the interview process, and how the firm can tailor their solutions to your needs. Transparency ensures that both employers and employees are satisfied with the engagement.
3. Ask about the turnaround time.
One of the most important factors is the time it takes to find a qualified worker. Since traditional recruitment methods take time, staffing providers should be able to offer an attractive solution.
At Horizon America, our pre-vetted candidate pipeline is already prepared and awaiting their next projects. Once we understand your needs, job requirements, organizational practices, and core business values, we can start recommending candidates—and fill your open roles in two days.
4. Consider the price.
Staffing employees takes time and resources, even for veteran staffing agencies. Try not to cut corners by considering a cheaper alternative. Instead of benefiting your company, you might end up paying more in overtime, productivity mistakes, or rehiring costs.
Restore productivity in 48 hours with Horizon America.
Horizon America strives to offer our employer partners the best possible staffing solutions. Whether you need temporary, permanent, or temp-to-hire models, we have the answer.
Our talent pool consists of skilled and ready manufacturing workers, and we know the industry well. If you need to scale your business up or down, we’re just a call away.
Reference
- Aggarwal, Sourav. “Average Time to Hire by Industry: Benchmark Your Recruitment Process.” InFeedio, 4 Jun. 2025, https://www.infeedo.ai/blog/average-time-to-hire-by-industry
