Industrial Automation Recruitment Challenges and How to Overcome Them

The global industrial automation market is growing rapidly, expected to reach $59.52 billion by 2030, increasing at a compound annual growth rate of 18.7% from 2024 to 2030. However, increased demand has made securing senior professionals increasingly difficult, with 48% of companies in the sector saying talent acquisition itself is their biggest challenge. 

With the help of an automation recruitment partner, businesses can think more strategically about how they attract, develop, and retain the skilled automation professionals that will keep them competitive in a dynamic and often unpredictable market. 

In this article, we provide expert insights into how companies can overcome automation hiring challenges by improving their recruitment processes and partnering with an executive search specialist who understands the unique complexities of automation talent acquisition. 

If you’re looking to future-proof your industrial automation leadership team, contact CSG Talent today. 

Industrial Automation Recruitment Challenges 

The automation industry is under growing pressure to secure the right talent, but doing so is becoming increasingly difficult. One of the biggest issues companies face is a shortage of specialised skills in areas like robotics, warehouse automation, and system integration, with 50% of companies reporting a skills gap in emerging technologies. Demand for experienced engineers is outpacing supply, pushing salaries higher and intensifying competition across the market. 

While universities are encouraging more students to study automation as part of their engineering degrees, the intake of students and young professionals remains relatively low. With the talent pool already slim, this means that as senior professionals retire or move into senior leadership roles, it will become even harder to attract the next generation of automation specialists. 

Funding is another significant factor. Unlike other fast-growing industries, automation has struggled to gather private equity interest, meaning less investment to support growth and expansion. As a result, many job opportunities that do come up tend to be replacements or part of succession planning, rather than new roles created to scale the business. 

If consumer spending stays flat and demand for new capacity remains low, companies have less incentive to invest in new automation projects, which directly impacts hiring plans. Many organisations are also operating in a crowded competitive landscape where products and solutions can be quite similar, making it tougher for businesses to thrive and grow sustainably. 

Meanwhile, automation roles continue to evolve rapidly, driven by emerging technologies and shifting project demands. Businesses need adaptable talent who are willing to keep learning and develop new skills. However, these same professionals are also being targeted by other fast-moving sectors such as advanced manufacturing and tech, which means companies must work even harder to attract and retain them. 

Legacy systems compound these challenges, as many organisations find it difficult to combine new automation solutions with older infrastructure. This creates issues that require highly skilled professionals who understand both modern platforms and legacy equipment. However, the pool of talent capable of working across hardware, software, and project delivery is limited. 

How to Overcome Industrial Automation Recruitment Challenges 

Offer Competitive Packages 

A one-size-fits-all approach to salaries and benefits simply doesn’t work anymore, especially when other industries like advanced manufacturing and technology are competing for the same specialist skill sets. Senior automation professionals expect flexibility and long-term development opportunities. 

It’s crucial to benchmark salaries not just within the automation sector but against comparable industries. Many employers are strengthening their packages with project bonuses and personal development support to help secure the best talent. Flexible working remains highly valued too, so hybrid models and generous time-off policies can make a real difference when competing for senior professionals who are balancing demanding workloads with family or personal commitments. 

Bronwen Webb, Principal Consultant specialising in Automation and Robotics at CSG Talent, believes packages should also highlight the quality of the projects on offer: 

“Candidates want to work on automation solutions that genuinely solve real-world challenges and deliver measurable impact. The chance to collaborate on innovative projects can be just as motivating as any other benefit.” 

Streamline the Recruitment Process 

In a competitive market, your hiring process can have a big impact on securing skilled automation talent. Automation professionals with in-demand skills often have multiple offers on the table, so if your process is slow or prolonged, there’s a risk you’ll lose candidates to more streamlined competitors. 

It’s therefore important to map out every stage of your automation recruitment process upfront and keep it as simple and transparent as possible. Agree early on who needs to be involved, what each stage covers, and how decisions will be made. Keeping candidates informed at every step with regular updates and clear timelines helps to build trust and show respect for their time. 

A structured approach to interviewing also helps. Use consistent, skills-based questions and scorecards that link directly to the role’s core responsibilities. This makes it easier to compare candidates fairly and avoids unnecessary back-and-forth that could hold up an offer. 

Adopt a Skills-First Approach 

A practical way to tackle the ongoing skills gap is to take a more flexible view of what a strong candidate looks like. Too many businesses still rely on overly rigid job specifications that demand highly specific experience or qualifications, which can dramatically narrow an already slim talent pool. 

Instead, make sure to clearly distinguish between skills that are truly essential and those that are just preferred. Many roles in automation can be filled by professionals from other industries with transferable skills in areas like IT, manufacturing, data analysis, or complex system design. By prioritising skills-first hiring over strict requirements, you can access a wider pool of strong candidates and bring fresh perspectives into your business. 

Support New Hires 

Even the best candidates can struggle to deliver results if they’re not set up for success from the very start. Clear project delivery frameworks, handovers, and collaborative ways of working are essential in automation, where projects often involve multiple teams across hardware and software integration. 

Mentorship and structured onboarding can make a huge difference here, so it’s a good idea to pair new starters with experienced engineers who know your systems inside out. This helps transfer valuable knowledge and speeds up learning on the job, which is crucial when so many roles today require people to navigate both older infrastructure and the latest automation technologies. Well-defined progression pathways and regular feedback loops also give employees confidence that they can build a long-term career with your company, rather than needing to look elsewhere for the next step up. 

Attract Early-Career Talent 

Attracting fresh talent remains a challenge for many automation businesses, especially considering the relatively low student intake on specialist engineering courses. Early-career programmes linked with universities are a good way to nurture new talent and promote the industry as a rewarding career path, although they do require a budget and long-term commitment. 

For companies with tighter budgets, there are still ways to build a pipeline. Partnering with universities can raise your profile and connect you with talent at the early stages of their career. Demonstrating a clear commitment to R&D and engineering investment is equally important for attracting talent and attracting investors, and then reinvesting profits into innovation helps build momentum for new projects and shows that your business is serious about growth. 

Stand Out in a Competitive Market 

In a sector where many companies offer similar products and solutions, your employer brand can be a key differentiator. Senior candidates increasingly look beyond salary alone, as they want to work for businesses with a clear vision, modern technology, and projects that genuinely make a difference to end users. It’s crucial to make sure your candidate experience reflects this. This can be achieved by promoting your core values, as these factors matter more than ever to the next generation of engineers and technical specialists. 

Partner with Automation Recruitment Specialists 

Working with an experienced executive search partner can also make a significant difference when facing tough hiring conditions. Specialist recruiters understand the complexities of the automation industry, including emerging technologies, evolving role requirements, and how to identify strong senior candidates. They have extensive networks that allow them to approach passive talent who may not be actively looking but are open to the right opportunity. 

An automation executive search partner can also advise on competitive salary benchmarking and support you in building a strong employer brand that stands out in a niche but competitive market. This proactive approach ensures you have access to the best talent available, while freeing up your internal teams to focus on delivering complex projects and driving business growth. 

Industrial Automation Recruitment Experts at CSG Talent 

At CSG Talent, we deliver tailored recruitment solutions to help you attract, secure, and retain senior automation talent across robotics, systems integration, and advanced controls. Our industrial automation recruitment specialists use their industry insight and strong global networks to connect you with skilled professionals who drive innovation and long-term growth.