How to hire young people in Manufacturing and Distribution

Here's the uncomfortable question: Does your leadership team actually have a plan for when the older generation retires?

Loyalty has always been the beauty of manufacturing and distribution, teams have the same vendors for decades, leaders who all know each other, and teammates who’ve stood by you through recessions and hard times. But loyalty isn’t what it used to be. The average job tenure for someone under 30 is now less than two years, and it’s getting harder than ever to find and keep great people.

Not only has the way we find talent changed, but so have the traits that define a great hire. Whether you’re hiring for the shop floor, a back-office quoter, or an inside sales rep, the #1 quality to look for is someone young, hungry, and teachable. And here’s why.

My mom always washes the dishes by hand. This week I asked her why she doesn’t use the dishwasher, and she said, “Because I don’t want to do it that way.” There wasn’t any real reason, the dishwasher would save hours every week and do a better job. But when you’ve done something the same way your whole life, change just feels wrong, even when it makes sense.

That’s what happens in our industry too. We get so used to how things have always been done that we forget to look for better ways. Bringing in younger people, ones who don’t know the “old way” yet, forces your team to think differently. It’s not about replacing anyone. It’s about realizing that just because something works today doesn’t mean it will still be the best way tomorrow.

And that’s where the next generation comes in. But now how do you get them?

Giving People a Reason to Care

Well unlike previous generations, the talent you want is not just looking for a paycheck, they’re looking for a reason to care. If you could go back to 2001 and join Facebook would you? OfCourse, because you would have been a key part of making Facebook a 100B+ company. You might not be trying to build Facebook but if your team feels like they’re doing work that doesn’t matter, you will never get the best of them. 

When you bring someone new in, don’t just hand them a job, you hand them a story and be honest. A great leader I talked with this week said that he told every new hire

“Yes I know we have been around for 70 years, but our goal in the next 5 years is to grow 10x and that requires us to reimagine how our team works and you will be a key part of us making the changes we need to get to that point.”

People want to feel like they’re part of something real. If you can give them that sense of purpose, they’ll stay and grow with you.

How AI Can Actually Help in Hiring and Culture

I’ve sat in a lot of interviews where a leader promises a big vision, “we’re growing fast,” “we’re investing in new tech,” “we’re modernizing”, but when the new hire walks in, nothing feels different. That’s when you lose them. It’s like raising money to end world hunger and having no results 3 years later.

Words get people in the door, but progress is what makes them stay.

That’s why bringing in AI and automation, even in small ways, matters more than most people realize. When young hires see that their company is trying new tools, experimenting, and actually making work easier, they feel like they’re part of something that’s moving forward.

It doesn’t have to be a massive transformation. Even letting them use GPT to speed up daily tasks shows that you’re serious about evolving, not just talking about it. The best part? The culture starts to shift naturally. People get curious again. They start suggesting ideas instead of just doing what’s always been done.

AI is just getting better, and a culture that promotes experimentation is how you can get your younger team excited. 

A Sense of Importance Matters More Than You Think

But how do you even get them in the door? Well, do you know what Palantir is? If not, look it up after reading this but they are a $50B+ company that have managed to build a team of young new grads called “Forward Deployed Engineers”. Do you know what these “Forward Deployed Engineers” do? The exact same job of a technical customer service rep.

But smart and hungry young talent does not want to go to a bar and tell someone they are a customer service rep, it doesn't have the same appeal and it's the truth. Just like that, don’t frame your roles as operator or shop floor clerk, what is a title and role that will truly have someone proud and engaged to have that title. The small things matter.

But how do you find these young people? Here are a few ways that I’ve seen the best teams recruit.

Best Ways to Recruit Young Talent

1) Referrals from staff, friends and family

Sometimes the simple answer is the best one. Give referral bonuses to people if their recommendation actually gets hired. People you respect are the best judge of character and often know better the qualities you are looking for than a random hiring agency.

2) Military Transition Programs and SkillBridge Partnerships

The new hires coming through these programs are the ones that actually want to work. Those who join are often disciplined and, more importantly, are trying to improve their lives.

3) Local Stores, Breweries, and Restaurants

A CTO I was working with told me that their president, anytime he went to a bar or store and saw a worker who was taking pride in what they were doing, would talk with them and get them to interview him. Watch people in their natural setting and see how they act and how they treat you. It’s often a reflection of their capabilities and potential.

4) Put up a sign outside your workplace

If someone walks into your shop asking for a job and showing initiative, in my experience they are already better than 80% of candidates, just on pure motivation alone. 

5) College and High School Athletes

Many teens lose purpose once they have to leave their sport, and some of the best talent I’ve personally seen are ex-athletes who now use that same drive, discipline, and determination toward a new career goal. It’s simple, offer jobs to high schoolers during the summer, and for those trying to figure out what’s next after graduation, bring them in full-time. College is not the only path to success anymore. I’ve even seen companies go as far as paying for their trade school while they work, which keeps them engaged and loyal to the company.

So here's my question for you: When was the last time someone under 30 walked through your door excited about the future you're building

Interested in more content, follow me on my socials!

LinkedIn www.linkedin.com/in/samaipatel