Attracting and retaining top-tier professionals has become increasingly challenging in the ever-evolving packaging industry. As innovation accelerates and sustainability initiatives shape product development, companies must adapt their recruitment strategies to stay ahead. The demand for specialised skills, leadership, and cross-disciplinary expertise calls for a proactive and strategic hiring approach.
In this blog, we delve into the current state of the packaging job market, explore pressing hiring challenges, and provide actionable insights to help your organisation become a destination for the industry’s best talent.
The State of the Packaging Industry Job Market
The packaging sector is undergoing rapid transformation driven by technological advances, environmental regulations, and shifting consumer expectations. From flexible and sustainable packaging to smart technology integration, the need for a workforce that can adapt and innovate is stronger than ever.
However, the available talent pool hasn’t kept pace with this evolution. In both the UK and the US, recruitment agencies are seeing increased demand for candidates with highly technical backgrounds, experience in automation, and sustainability-focused roles. Simultaneously, more seasoned professionals are exiting the workforce, leaving a knowledge gap that adds to the urgency.
This talent shortage, paired with high demand, has made recruitment more competitive than ever. Companies that fail to optimise their talent strategies risk losing top candidates to more agile, forward-thinking competitors.
Key Challenges in Packaging Recruitment
The packaging industry presents several hurdles for recruiters:
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Limited Qualified Candidates: Many roles require a deep understanding of materials science, regulatory compliance, automation systems, or sustainability practices. These highly specific requirements reduce the pool of suitable candidates.
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Niche Technical Skills and Certifications: With rapid innovation, new machinery and design methodologies demand updated certifications and continual training, creating a gap between current workforce capabilities and market needs.
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Retention and Generational Workforce Shifts: As Baby Boomers retire, Millennials and Gen Z professionals bring different expectations about work-life balance, company values, and career progression. Companies must adjust their recruitment messaging and workplace culture to attract and retain these younger professionals.
The Importance of Employer Branding
In a candidate-driven market, your reputation as an employer can make or break your hiring efforts. Packaging companies that build strong, authentic employer brands are far more likely to attract top-tier professionals.
Begin by defining your unique employee value proposition (EVP). What sets your organisation apart—career development, sustainability commitments, innovation? Then, communicate it consistently across all channels: career sites, job listings, social media, and even job interviews. Highlight success stories from current employees and provide a glimpse into your company culture.
Remember, candidates are evaluating you as much as you’re evaluating them. A well-articulated brand narrative is not just a bonus—it’s essential.
Building a Competitive Talent Acquisition Strategy
A modern recruitment strategy in packaging must be proactive, not reactive. Start by identifying where the talent you seek is currently employed or educated. Use data and analytics to understand talent trends and behaviours.
Implement multi-channel sourcing—from specialist job boards and LinkedIn to industry events and training programmes. Referral schemes, internships, and partnerships with academic institutions can also help you build a pipeline of skilled professionals.
Most importantly, align your recruitment goals with your long-term business strategy. Talent acquisition should not be a standalone function—it should be a driver of your organisation’s future.
Role of Recruitment Agencies in the Packaging Sector
Recruitment agencies with niche industry knowledge bring tremendous value. They understand the specific technical demands and cultural nuances of the packaging sector, allowing them to screen candidates more effectively.
Whether you’re hiring a packaging development engineer, sustainability lead, or operations director, specialist recruiters already have access to active and passive candidates who fit the brief. They can also provide benchmarking data, salary insights, and support for employer branding and onboarding.
Partnering with a recruitment agency isn’t just about filling roles—it’s about building a relationship that supports growth, reduces time-to-hire, and ensures long-term success.
Attracting Passive Candidates
Passive candidates—those not actively seeking a job—make up a significant portion of the packaging industry‘s top talent. These individuals often hold key roles in their current organisations and are not browsing job boards.
To attract them, companies need to initiate outreach in subtle and personalised ways. Use targeted LinkedIn messaging, industry networking events, and warm introductions through shared contacts. Ensure your online presence reflects a dynamic, growth-oriented culture, so when these professionals look you up, they find a reason to consider switching.
Recruitment firms can also be invaluable here, as they already maintain relationships with passive candidates and understand how to position opportunities in a compelling light.
Leveraging LinkedIn and Digital Channels
Digital platforms, especially LinkedIn, have become central to packaging recruitment. Your company’s presence on LinkedIn should go beyond just listing open roles—it should tell a story. Share updates about sustainability efforts, showcase team achievements, post thought leadership content, and highlight employee spotlights.
Consider investing in LinkedIn Recruiter tools, programmatic job ads, or targeted campaigns to increase reach. Also look beyond LinkedIn—industry-specific forums, Reddit groups, and even TikTok are gaining traction for certain candidate segments.
Candidates today evaluate employers holistically. A strong digital presence enhances trust and positions your business as forward-thinking and engaged.
Speed vs Quality in Recruitment
One of the biggest dilemmas in packaging recruitment is balancing speed with candidate quality. Moving too slowly means losing top candidates to faster-moving competitors. But rushing often leads to poor long-term fits.
The key is preparation. Maintain a talent pipeline and stay in constant engagement with potential hires. Use screening tools and structured interviews to make faster, more confident decisions. Leverage your recruitment partner to handle time-consuming tasks like pre-screening and referencing.
Ultimately, success lies in building a process that’s fast, but never rushed—agile, but never reactive.
Crafting the Right Job Descriptions
A well-crafted job description is more than a checklist of duties—it’s your first opportunity to engage potential candidates. In the packaging industry, where roles often require specific technical competencies and familiarity with niche systems or processes, clarity is key.
Use language that is direct, inclusive, and compelling. Highlight what makes your company stand out and explain the impact the role has on larger business goals. Make sure to mention opportunities for growth, innovation, and professional development, especially when recruiting younger talent.
Job descriptions should be reviewed regularly to ensure alignment with evolving industry expectations and internal company goals.
Interviewing for Industry-Specific Skills
Interviews in the packaging sector should dig deeper than standard competency-based assessments. Incorporate scenario-based questions that reveal how candidates approach packaging design, automation, compliance, or sustainability challenges.
Where possible, involve technical team members or hiring managers to assess practical fit. Soft skills are also vital—team collaboration, adaptability, and creative problem-solving often determine long-term success.
Consider using structured interview formats to maintain fairness and consistency, especially when evaluating candidates from varied backgrounds or locations.
Onboarding and Retention in the Packaging Industry
The recruitment journey doesn’t end at offer acceptance. Effective onboarding helps new hires feel welcome, aligned, and productive from day one. Tailor onboarding programmes to help candidates navigate complex systems, compliance standards, and production workflows specific to packaging.
For retention, invest in learning and development initiatives, regular feedback loops, and career advancement planning. Recognise contributions and foster a culture where innovation and collaboration are valued.
Retaining top talent is about more than just compensation—it’s about creating an environment where people want to build their careers.
Future Trends in Packaging Recruitment
The packaging industry is poised for rapid evolution. Sustainability is no longer optional—it’s expected. Candidates with experience in biodegradable materials, circular packaging systems, and compliance with environmental standards are in growing demand.
Automation and digital transformation are reshaping manufacturing roles, increasing the need for technically skilled employees who can adapt to smart factory environments. Moreover, remote collaboration and cross-border teams are becoming more common, opening opportunities for global hiring.
Companies that anticipate these changes and build their talent strategies accordingly will lead the way.
Conclusion
Attracting top talent in the packaging industry requires a balance of strong branding, modern recruitment strategies, and a deep understanding of industry challenges. By addressing candidate expectations, embracing technology, and fostering a forward-thinking workplace culture, your company can rise above the competition.
Whether you handle recruitment in-house or partner with a specialist agency, the key is consistency, authenticity, and adaptability. Talent is your most valuable asset—invest in it wisely.
FAQs
Q1: What roles are hardest to fill in the packaging industry?
Roles requiring automation expertise, sustainability leadership, or specialised packaging design skills are often the most challenging due to the limited talent pool.
Q2: How long does it typically take to hire for specialist packaging positions?
Depending on the role’s complexity and location, it can take between 6–12 weeks, sometimes longer for senior or niche technical positions.
Q3: What skills are in highest demand right now?
Skills in automation, sustainable materials, compliance knowledge, and lean manufacturing principles are increasingly sought after.
Q4: Is remote work common in packaging-related roles?
While production and engineering roles often require on-site presence, remote work is growing for positions in design, project management, and sales.
Q5: How can companies better retain top talent?
By offering clear career progression, investing in continuous development, maintaining a strong company culture, and listening to employee feedback.
