Winning the Q4 Hiring Crunch

Build a Flexible Workforce Model In an unpredictable market, flexibility is essential. Employers are increasingly relying on hybrid staffing models that combine full-time, contract, and seasonal workers to stay productive without overextending budgets. Eastridge’s team maintains an active talent pool of skilled laborers that includes machine operators, assemblers, and maintenance technicians. Our recruiters ramp teams up within days and ensure placements meets compliance and safety standards. The demand is there. In a recent report, 58% of manufacturing employers said they were actively expanding teams in 2025, and 50% cited employee turnover as a major driver of hiring. That combination of growth and turnover highlights the need for scalable staffing strategies that can flex with your output. Start with a Demand Map, Not a Guess Manufacturing output often surges in Q4, but reactionary hiring leads to wasted time and higher labor costs. The best approach starts with forecasting: ● Use workforce analytics such as data to identify local skill availability. ● Map production schedules to forecast where extra shifts or backup operators are needed. ● Plan for both core and contingent needs by identifying which roles are essential to output and which can flex as demand changes. Employers who forecast early and act quickly gain a critical advantage in securing skilled talent before the year-end rush. At Eastridge, we help clients use real-time labor market insights to create accurate headcount projections that align with production goals instead of assumptions. 1 2 Leverage AI to Hire Smarter, Not Harder Eastridge’s technology platform, Eastridge Connect, integrates AI-powered matching, automation, and mobile engagement tools to streamline the hiring process. This means fewer administrative delays, better candidate matches, and faster onboarding. Here is how AI supports hiring during the Q4 rush: ● Automated screening filters candidates based on certifications, shift availability, and proximity. ● Predictive analytics identify top-fit candidates before competitors reach them. ● Smart scheduling tools reduce downtime between interviews and start dates. The result is a faster and more efficient hiring process that allows recruiters to focus on relationships and retention while technology manages the time-consuming tasks. 3 Streamline Onboarding and Retention During Q4, every day counts. An inefficient onboarding process can delay productivity and drive early attrition. Eastridge simplifies this through: ● Digital onboarding and e-signatures in Eastridge Connect ● Safety and compliance automation for industrial worksites ● Mobile-first communication that keeps workers engaged from day one Retention begins at onboarding, especially in industrial environments where turnover often increases during peak production periods. Consistent engagement, clear communication, and recognition programs can keep productivity high through the finish line. 4 Invest in Your Employer Brand Industrial and manufacturing candidates have more options than ever. Competitive pay matters, but so does perception. Workers are looking for stability, training, and a sense of belonging. Simple steps to strengthen your employer brand include: ● Highlighting safety culture and career pathways in job posts ● Communicating shift flexibility, modern equipment, and technology-forward operations ● Showcasing how your company values people as much as production Eastridge partners with employers to craft recruiting messages and workplace experiences that attract skilled candidates and keep them engaged long term. 5 Partner for Agility and Scale The final months of the year test both production and hiring systems. When demand spikes, internal teams cannot always move fast enough. That is where a strategic staffing partner makes the difference. Eastridge provides: ● Dedicated industrial recruiting teams with decades of field expertise ● AI-enabled technology that accelerates hiring without sacrificing quality ● Compliance and risk management support for high-volume, high-safety environments ● Flexible workforce solutions that scale up or down based on your production plan Whether you are hiring 10 operators or 200, we make it happen efficiently and safely. 6 Winning the Q4 Hiring Crunch Every year, Q4 brings both opportunity and pressure for manufacturers. Orders spike. Deadlines tighten. Productivity expectations rise. For operations and HR leaders, that means one thing: it is time to staff up quickly. Hiring in a crunch does not have to mean sacrificing strategy for speed. With workforce shortages persisting and skills requirements evolving, manufacturers are adopting a new approach that blends data-driven forecasting, flexible staffing models, and AI-powered recruiting tools to stay ahead of the curve. Here is how to approach the year-end ramp with strategy and confidence. The Q4 ramp does not have to be chaotic. With the right strategy based on forecasting, automation, and flexibility, manufacturers can turn the hiring crunch into a competitive advantage. Eastridge’s combination of human expertise and smart technology empowers manufacturers to meet demand, boost retention, and start the new year stronger than ever. Let’s build your Q4 workforce strategy together. Contact Eastridge Workforce Solutions to learn how our industrial staffing experts and technology can help you scale smarter. Build a Flexible Workforce Model In an unpredictable market, flexibility is essential. Employers are increasingly relying on hybrid staffing models that combine full-time, contract, and seasonal workers to stay productive without overextending budgets. Eastridge’s team maintains an active talent pool of skilled laborers that includes machine operators, assemblers, and maintenance technicians. Our recruiters ramp teams up within days and ensure placements meets compliance and safety standards. The demand is there. In a recent report, 58% of manufacturing employers said they were actively expanding teams in 2025, and 50% cited employee turnover as a major driver of hiring. That combination of growth and turnover highlights the need for scalable staffing strategies that can flex with your output. Start with a Demand Map, Not a Guess Manufacturing output often surges in Q4, but reactionary hiring leads to wasted time and higher labor costs. The best approach starts with forecasting: ● Use workforce analytics such as data to identify local skill availability. ● Map production schedules to forecast where extra shifts or backup operators are needed. ● Plan for both core and contingent needs by identifying which roles are essential to output and which can flex as demand changes. Employers who forecast early and act quickly gain a critical advantage in securing skilled talent before the year-end rush. At Eastridge, we help clients use real-time labor market insights to create accurate headcount projections that align with production goals instead of assumptions. 1 2 Leverage AI to Hire Smarter, Not Harder Eastridge’s technology platform, Eastridge Connect, integrates AI-powered matching, automation, and mobile engagement tools to streamline the hiring process. This means fewer administrative delays, better candidate matches, and faster onboarding. Here is how AI supports hiring during the Q4 rush: ● Automated screening filters candidates based on certifications, shift availability, and proximity. ● Predictive analytics identify top-fit candidates before competitors reach them. ● Smart scheduling tools reduce downtime between interviews and start dates. The result is a faster and more efficient hiring process that allows recruiters to focus on relationships and retention while technology manages the time-consuming tasks. 3 Streamline Onboarding and Retention During Q4, every day counts. An inefficient onboarding process can delay productivity and drive early attrition. Eastridge simplifies this through: ● Digital onboarding and e-signatures in Eastridge Connect ● Safety and compliance automation for industrial worksites ● Mobile-first communication that keeps workers engaged from day one Retention begins at onboarding, especially in industrial environments where turnover often increases during peak production periods. Consistent engagement, clear communication, and recognition programs can keep productivity high through the finish line. 4 Invest in Your Employer Brand Industrial and manufacturing candidates have more options than ever. Competitive pay matters, but so does perception. Workers are looking for stability, training, and a sense of belonging. Simple steps to strengthen your employer brand include: ● Highlighting safety culture and career pathways in job posts ● Communicating shift flexibility, modern equipment, and technology-forward operations ● Showcasing how your company values people as much as production Eastridge partners with employers to craft recruiting messages and workplace experiences that attract skilled candidates and keep them engaged long term. 5 Partner for Agility and Scale The final months of the year test both production and hiring systems. When demand spikes, internal teams cannot always move fast enough. That is where a strategic staffing partner makes the difference. Eastridge provides: ● Dedicated industrial recruiting teams with decades of field expertise ● AI-enabled technology that accelerates hiring without sacrificing quality ● Compliance and risk management support for high-volume, high-safety environments ● Flexible workforce solutions that scale up or down based on your production plan Whether you are hiring 10 operators or 200, we make it happen efficiently and safely. 6