Workforce challenges continue to rank among the most pressing issues for foundries across the country. Unfilled positions, high turnover, and a limited pool of qualified candidates are putting pressure on production schedules and increasing costs. Traditional hiring practices alone are no longer enough to meet today’s demands.
To remain competitive, foundries must think differently about where and how they find skilled workers. That means widening the lens and exploring all available talent pipelines, including groups that have historically been overlooked or underutilized.
Rethinking Where Talent Comes From
For decades, many companies relied on predictable hiring filters such as years of experience, industry certifications, or college degrees. While those markers can be useful, they also eliminate capable workers who have the skills, discipline, and drive to succeed.
Forward-looking foundries are now tapping into a range of alternative talent pipelines, such as:
- Apprenticeship and training programs that grow the next generation of skilled tradespeople.
- Second-chance hiring initiatives that connect motivated workers with meaningful careers.
- Veteran transition programs that bring highly skilled, disciplined talent into civilian industries.
- Partnerships with local schools and technical colleges that build awareness and create career pathways.
By diversifying your talent strategy, you open the door to workers who may not have taken a traditional path, but who bring real skills and value to your operation.
Veterans: A Proven Talent Source
Among these talent pipelines, military veterans stand out as an exceptional workforce solution. Each year, about 200,000 service members transition into civilian careers, many seeking hands-on roles where their training and experience can shine.
Veterans bring:
- Technical expertise from operating advanced equipment and maintaining complex systems.
- Adaptability and problem-solving skills honed in high-pressure environments.
- Reliability, discipline, and teamwork that strengthen shop-floor culture.
- Leadership experience that builds your pipeline for supervisory and management roles.
- Commitment to safety and quality developed through years of mission-critical work.
By actively recruiting veterans, foundries not only gain skilled employees but also build a workforce rooted in loyalty, dedication, and long-term value.
How NFFS and Orion Talent Can Help
To support members in accessing this pipeline, NFFS has partnered with Orion Talent to deliver a fully funded veteran recruiting program. Supported by the U.S. Navy and BlueForge Alliance, this program connects Maritime Industrial Base (MIB) suppliers, including most NFFS members, with veteran candidates at no cost.
Through this program, Orion Talent manages:
- Sourcing and outreach to transitioning service members
- Screening and translating military training into industry-ready skills
- Delivering pre-qualified candidates for positions such as machinists, welders, technicians, fabricators, pipefitters, quality specialists, and supervisors
This partnership helps you access one of the most reliable talent pipelines available—without the expense and time investment of traditional recruiting.
Building a Stronger Future
The foundry industry cannot afford to rely on a single hiring strategy. By embracing multiple talent pipelines, apprentices, second-chance workers, technical students, and especially veterans, NFFS members can build stronger, more resilient workforces that support long-term growth.
Hiring veterans isn’t just filling a role. It’s strengthening your
foundry with proven skills, leadership, and commitment.
Learn more about how Orion Talent and NFFS can help your foundry tap into the veteran pipeline by visiting: Build Your Foundry Workforce with Skilled Military Talent