In It for the Long Haul – How Semiconductor Manufacturers Can Hire Employees That Stay

The U.S. semiconductor industry is experiencing historic growth following the CHIPS and Science Act. Companies have announced approximately $450 billion in new projects, including fabrication plants (fabs) and research centers. These investments are expected to create over 56,000 new jobs nationwide. 

Yet, the Semiconductor Industry Association (SIA) projects that 67,000 jobs could remain unfilled by 2030 if current trends persist. To stay competitive, semiconductor manufacturers need to proactively expand their workforce and retain talent. 

The Retention Challenge in Semiconductor Manufacturing 

The semiconductor industry is facing multiple workforce retention challenges that could hinder its growth, such as: 

• Aging Workforce: The average age of semiconductor engineers is around 45, and over 50% of the workforce is over 40. As experienced workers retire, the industry will need to attract younger talent to fill the gap and ensure a steady workforce for sustainable growth. 

• Intense Competition: With the rise of EVs, AI, and 5G, chipmakers are competing with tech giants and startups for the same pool of skilled talent. The increased wage pressure and high job mobility make it challenging for semiconductor companies to hold onto talent. 

• Cost of Hiring and Training: A study documents an average turnover rate of 14% in the semiconductor industry. Frequent hiring and training cycles can cause companies significant financial burdens, disrupt operations, and divert resources from production.  

• Impact on Efficiency and Innovation: Innovation increasingly relies on highly experienced engineers, but with an aging workforce and insufficient younger talent to replace them, the semiconductor industry faces potential stagnation. 

Key Strategies for Hiring Employees That Stay 

Workforce retention starts with a strategic hiring approach. Companies benefit from evaluating candidates for technical expertise, cultural fit, career goals, and adaptability. Focusing on long-term potential helps reduce turnover and build a more stable workforce. 

Specialized talent solutions firms play a role in this process by identifying candidates with proven stability in previous roles. Staffing firms assess skills, helping companies select individuals who are well-suited for long-term success. 

Regular salary benchmarking ensures offerings remain competitive, but modern workers, particularly younger generations, seek more than just competitive pay. Student loan assistance programs, flexible work arrangements, and comprehensive wellness benefits can significantly influence an employee's decision to stay. 

Long-term incentives, such as retention bonuses, stock options, and performance-based rewards, can help align employee interests with company success. A mix of immediate and long-term benefits can help attract and retain talent. 

Employees are more likely to stay when they see a clear growth path. Career progression frameworks outline advancement opportunities and required skills, helping employees plan their future. Aligning these with CHIPS Act workforce initiatives enhances career development and supports industry growth. 

Internal mentorship programs are also crucial for retention. They facilitate knowledge transfer, reinforce company culture, and provide professional development for mentors and mentees. Strong mentorship builds deeper connections, boosting engagement and long-term commitment. 

Companies that prioritize engagement through regular feedback, recognition programs, and employee involvement in decision-making tend to see higher commitment levels. Work-life balance initiatives, such as flexible scheduling and mental health support, help reduce burnout—a common cause of turnover in high-pressure industries. Diversity and inclusion efforts also influence retention. Research shows that organizations with inclusive leadership and structured employee resource groups experience stronger workforce satisfaction and lower attrition rates. Providing equal access to growth opportunities further reinforces long-term commitment. 

Staffing firms help semiconductor companies build a stable workforce by ensuring new hires align with technical needs and company culture. Their expertise in job matching and workforce flexibility reduces turnover and supports long-term hiring success. 

• Finding the Right Fit: Staffing firms assess cultural alignment alongside technical skills, improving engagement and reducing early attrition. 

• Reducing Turnover: Pre-vetting through skills assessments and behavioral interviews ensures candidates are well-matched, lowering hiring risks. 

• Adapting to Workforce Needs: Flexible staffing solutions help companies scale for production surges or short-term needs without long-term overhead. 

CTG for Semiconductor Talent Solutions  

The race for top talent is just as intense as the race for innovation in the semiconductor industry.  

CTG’s Talent Solutions offer scalable staffing options and strategies, helping manufacturers attract and retain top talent. By partnering with CTG, you ensure a stable, skilled workforce that drives long-term growth and a competitive advantage. Contact CTG to build a workforce that fuels your success.