{"id":2045,"date":"2026-10-03T10:45:00","date_gmt":"2026-10-03T08:45:00","guid":{"rendered":"https:\/\/fosfor.nl\/?p=2045"},"modified":"2026-09-29T09:29:44","modified_gmt":"2026-09-29T07:29:44","slug":"recruitment-marketing-recruiting-production-staff-for-shift-work","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/recruitment-marketing-productie-werven-voor-ploegendienst\/","title":{"rendered":"recruitment marketing: recruiting production staff for shift work"},"content":{"rendered":"

Has your vacancy for an operator been open for weeks, even though you know there are plenty of manual workers in the region? Often, it\u2019s not down to a lack of candidates. It\u2019s more likely to be down to what they see about the job. Shift work and repetitive tasks put people off as long as they remain vague. Make them specific, highlight the conditions that matter most to your target audience, and choose channels where production workers actually spend their time. That way, you\u2019ll attract candidates who are actively seeking this kind of work.<\/p>\n

This article focuses on production and industrial roles, such as operators, machine operators and production staff working shifts. Are you recruiting in the logistics or maritime sector? The issues there are somewhat different.<\/p>\n

Why recruiting for production roles is different from recruiting for office roles<\/h2>\n

When recruiting for an office role, you often highlight growth, job content and flexibility. With a production role, it\u2019s a different story. Candidates mainly want to know when they\u2019ll be working, how much they\u2019ll earn, how far they\u2019ll have to travel and what it\u2019s like on the shop floor.<\/p>\n

Three factors make recruitment more difficult:<\/p>\n