David Peterson is managing partner at Direct Recruiters Inc. in Solon, Ohio, and he has more than 20 years of recruiting experience, focusing on plastics, packaging and specialty chemicals.
During his career, Peterson has been active with the Society of Plastic Engineers, the Plastics Industry Association and the Cleveland Chapter of the Ohio Recruiters Association. He recently took some time to provide guidance on the current hiring market.
Q: What are the main challenges to hiring right now for plastics and other manufacturing companies?
Peterson: The plastics and manufacturing industries are currently facing significant hiring challenges. One of the most pressing issues is the continued tight labor market, particularly for director-level roles and above, where competition for qualified candidates is fierce.
Additionally, many companies struggle with a poor candidate experience due to hiring processes that move too slowly and a lack of feedback being shared with applicants, which can discourage top talent from pursuing roles further. Another challenge is the prevalence of low or underwhelming offers, with compensation and benefits that fail to meet candidates' expectations.
Companies are also facing increased competition for talent from other organizations, as well as proactive counteroffers and retention bonuses extended by current employers. That makes it even harder to secure new hires.
Q: Is the work-from-home trend still impacting hiring? Has the situation changed at all?
Peterson: Yes. Many candidates still negotiate for remote or hybrid work models as part of their employment terms.
However, there is a small but noticeable trend of professionals seeking a daily office setting, perhaps valuing the collaboration and routine it provides. Large companies such as Amazon and Apple have influenced this dynamic by setting the tone for hybrid or in-office work expectations, which often serve as benchmarks for smaller organizations.
Q: Have employers changed what they're looking for in job candidates? Are job seekers looking for different things now?
Peterson: Plastics and manufacturing companies often maintain a traditional approach to hiring, seeking candidates who fit the same profiles they have historically relied on. However, some progressive employers are beginning to expand their hiring criteria by considering candidates from tangential industries or those with profiles that might not have been previously considered.
On the other side, job seekers are increasingly prioritizing remote or hybrid work opportunities, making flexibility a key factor in their job searches.
Q: How is the current economic situation — higher interest rates, housing costs, etc. — affecting hiring?
Peterson: The current economic situation is presenting new challenges to hiring. Higher interest rates, increased housing costs, and other expenses such as temporary housing and moving costs are making relocation more difficult and less appealing for candidates. Many candidates are expressing concerns about these relocation costs, which can influence their decision to accept a role.
Additionally, higher costs are negatively affecting the offers companies can extend to candidates, reducing their competitiveness in the market. Slower merger and acquisition activity also has led to fewer new roles being created and less emphasis on upgrading talent within organizations.