The Overlooked Solution to Manufacturing's Skills Gap

While manufacturers focus on recruiting the next generation through school outreach and apprenticeships, there’s an overlooked resource: experienced professionals over 50 who left the industry during previous economic shifts.

Consider Robert Scavuzzo, a materials and design engineer with extensive experience in manufacturing operations, whom I spoke with recently. Despite his recognized technical abilities at a major company, he eventually left the industry, similar to many others affected by industry changes.

For example, he notes that between 1990 and 2000, the United States rubber manufacturing sector contracted significantly. When large companies restructured, entire facilities closed, with production often moving overseas. Many skilled employees never returned to manufacturing.

Instances like this have created knowledge gaps in today's facilities and the consequences are serious. Today's shops have equipment but lack crucial, tribal knowledge. As an example, Robert shared that he recently visited a shop struggling with inefficient cooling methods and basic process improvement — problems he could solve in weeks. However, hiring practices sometimes overlook these experienced professionals despite their potential to improve efficiency and reduce waste.

These seasoned workers provide more than technical knowledge; they offer mentorship. In one role that was “90% mentoring,” Robert helped young workers remove bottlenecks and improve throughput. They respected and learned from him, contradicting some of the stereotypes about generational differences.

Today, many manufacturing professionals with decades of practical experience have moved to unrelated fields or retired early. As Robert notes, while developing future talent is important, such as focusing on eighth graders; this isn’t helping us today or tomorrow.

A balanced approach would invest in the next generation while creating programs to bring back those who already know how to solve today's problems.

Manufacturing must shift from seeing experience as expensive but as essential. Many of these professionals would consider part-time roles, consulting or mentoring positions. A balanced approach would invest in the next generation while creating programs to bring back those who already know how to solve today's problems.

The urgency is real. This is particularly important as retirement-age experts leave the workforce permanently, taking irreplaceable practical knowledge with them. Robert's father (Rudy Scavuzzo), an 82-year-old harmonics expert, solved a critical vibration issue on a Virginia-class submarine days before dying — highlighting how preserving this knowledge creates lasting value long after retirement.

The manufacturing industry has access to solutions through experienced talent that's currently underutilized. What untapped manufacturing knowledge exists in your community? We'd love to hear your thoughts.