Solving Hiring & Retention Challenges in CPG & Food Manufacturing  

Have Your Cake and Eat It Too 

We’ve got labor shortages. We’ve got an increased focus and need for speed. We’ve got Gen Z entering the production line; it’s all hands on deck (and the conveyor belt). Skills gaps, the need for people yesterday, increasing competition; the pressure is on for CPG and food manufacturers to attract, train, and keep top talent in a market where competition is fierce and turnover is expensive.   

The good news? With creative recruitment campaigns, tasty employer branding, and smarter training programs, you really can have your cake and eat it too.  

1. You’re Hiring Strategy is On the Line – Why Experience Matters in CPG & Food

In most industries, a bad hire is inconvenient. In CPG and food manufacturing, a bad hire can stall a production line, trigger a QA issue, or cause you to miss a customer shipment.  

That’s why candidate experience isn’t just an HR “nice-to-have”,  it’s a business continuity strategy.  

• Every Vacancy Has a Ripple Effect – One missing operator can mean running a line short-handed, slowing output, paying overtime, or risking burnout among existing staff.  

• Speed Matters, But Quality Matters More – Filling a role quickly is critical, but if you rush and lose the right fit, you’re back to square one in 60–90 days.  

• Brand Reputation is on the Line – Your candidates are also often your customers (or live in your community). A clunky or disrespectful hiring process can damage your reputation as an employer and as a company.  

• Retention Starts Before Day One – When candidates feel respected, informed, and excited during hiring, they show up to Day 1 more engaged and are more likely to stay past the high-risk first 90 days.  

The hiring experience is your first production run with every candidate. Deliver a quality experience, and they associate your company with quality work. If it’s sloppy, that impression sticks, too.  

2. Slow Down to Speed Up: Hire for Staying Power  

Yes, speed matters;  vacancies hurt production. But rushing the process creates a revolving door. Instead, turn hiring into a moment; something that builds connection and excitement.  

• Host Hiring Events with Purpose – Instead of scheduling interviews piecemeal, dedicate blocks of time to interview multiple candidates in one day. Not only does this accelerate decision-making, but it also creates energy and focus. Some manufacturers even bring candidates onto the floor for a quick tour so they can see the work and meet potential teammates.  

• Showcase Your EVP – Use the event to talk about what makes your company unique: career growth opportunities, shift flexibility, recognition programs, and safety culture. This isn’t just a Q&A; it’s an experience that makes candidates think, “I could see myself here.”  

• Keep Screening Human – Screening calls are still critical; make sure they’re factual and relational. Instead of simply firing off a checklist, make it conversational: What are they looking for? What does a good shift look like to them? What would make them stay for the long haul?  

Think of it as shifting from “transactional interview” to “mini-recruiting event.” You’re not just evaluating candidates; you’re winning them over.  

3. Get Creative: Recruitment Campaigns That Stand Out  

With unemployment low and competition for talent high, you need more than a job posting to get noticed.  

• Tell Your Story Visually – Social media posts with behind-the-scenes videos of your team, production floor, or employee celebrations can make a huge impact. Show what it feels like to work there, not just what the job description says.  

• Employee Referrals That Work – Offer bonuses, yes, but also make it fun;  team challenges, shoutouts, and recognition for referring friends go a long way.  

• Promote Your Perks – Free or discounted products, shift meals, wellness programs, or tuition reimbursement? Shout it from the rooftops; these are big differentiators.  

4. Learn from the Culture Champions  

Some CPG and food brands are already famous for their culture, and they offer inspiration for anyone looking to level up.  

• Hormel Foods is consistently named one of America’s Best Companies to Work For, thanks to its focus on inclusion, well-being, and career development. They’ve also been recognized as one of Fast Company’s Best Workplaces for Innovators.  

• General Mills ranks among the top food companies to work for, offering employees strong career growth opportunities, flexible policies, and a sense of purpose.  

• PepsiCo frequently tops LinkedIn’s lists of the best consumer goods companies to grow a career, with robust development programs and internal mobility.  

• Schreiber Foods and King Arthur Baking offer employee-ownership models that create a deep sense of connection and loyalty, making culture and business success a shared mission.  

Take a page from these brands: they invest in employee growth, show that they value people at every level, and make culture a competitive advantage.  

5. The Experience Is the Brand  

Every touchpoint is a brand impression. From the moment someone clicks “apply,” you’re telling them what it’s like to work for you. A disorganized or impersonal process says culture is an afterthought. A warm, structured, event-style process says, “We value people, and we’re invested in doing this right.”  

Candidates who have a positive hiring experience are 38% more likely to accept an offer and twice as likely to recommend the company to others (Candidate Experience Statistics).  

6. Retention Starts Day One (and Never Stops)  

Even the most brilliant hire will churn if they feel unsupported.  

• Onboarding with Energy – Go beyond paperwork. Make Day One a welcome event. Introduce them to key people, explain how their work impacts the big picture, and give them a clear path for growth.  

• Continuous Training – Cross-training not only builds a more resilient workforce but also keeps employees engaged by breaking monotony and expanding their skill set.  

• Feedback Loops – Build in regular check-ins, stay interviews, and pulse surveys to keep a finger on the employeeexperience.  

• Growth opportunities – In manufacturing, those who are working on the floor often develop keen insights into how workflow can be improved. Opportunities to move into team lead/management level roles can be incredibly attractive.  

Retention isn’t a box to check — it’s an ongoing commitment. And it pays off: replacing an employee can cost 50–200% of their annual salary (SHRM).  

7. The Payoff: Engagement, Productivity, and Advocacy  

When you invest in a hiring experience that’s fast, human, and memorable, you don’t just fill positions, you fill them with people who are excited to be there. That leads to:  

• Higher engagement and productivity  

• Lower turnover and reduced overtime costs  

• Safer, smoother production runs  

• Stronger employer brand reputation in the community  

Ready to Have Your Cake and Eat It Too?  

Hiring in CPG and food manufacturing doesn’t have to be a revolving production line. With the right strategy, you can speed up hiring, improve quality, and keep the people you worked so hard to find.  

This is what we do at Titus Talent Strategies. We help food manufacturers and CPG companies build talent strategies that work, from recruitment to onboarding, training, and retention. Let’s turn your hiring process into a competitive advantage. Talk to us today.