The Hiring Reset: What Printing & Packaging Companies Must Do Differently in 2026
- Shannon Polaski- Buchholz
- Jan 5
- 3 min read
By- Shannon Polaski Buchholz
If 2025 proved anything, it’s this: Hiring the same way no longer works.
For years, printing and packaging companies relied on a familiar formula — post the job, wait for resumes, hope the right person applies. In today’s labor market, that approach isn’t just outdated — it’s costly.
As we enter 2026, the companies that adapt will win talent. The ones that don’t will continue to struggle with open positions, turnover, and production headaches.
This is the hiring reset.
1. The Talent Gap Isn’t Coming — It’s Already Here
The industry has talked about a talent shortage for years. Now it’s no longer theoretical.
The reality:
A large portion of the workforce is nearing retirement
Fewer young professionals are entering printing & packaging
Experienced press operators have options — and they know it
2. Why “Post & Pray” Hiring Is Failing
Many companies are still using broad job boards and expecting different results.
Here’s why that doesn’t work anymore:
Generic job boards lack industry context
Job ads don’t speak to presses, processes, or production realities
Qualified candidates scroll past vague postings
Slow response times cost companies good people
In a competitive market, relevance and speed matter more than volume.
3. What Candidates Actually Want in 2026
Most candidates aren’t chasing perfection — they’re chasing clarity, stability, and respect.
What experienced printing professionals consistently want:
Schedule clarity (days, nights, rotation, weekends)
Pay transparency
Stability and confidence in leadership
Respect and communication throughout the process
Companies that provide these basics immediately stand out.
4. What Smart Printing Companies Are Doing Differently
The companies winning talent in 2026 have shifted their mindset.
They are:
Marketing jobs like products
Moving faster than their competitors
Communicating clearly and consistently
Using industry-specific recruiting partners and job boards
Hiring is no longer passive — it’s strategic.
5. Where the Next Generation of Talent Will Come From
One of the biggest questions facing the industry is simple:
If experienced operators are retiring, where will the next generation come from?
The answer is multiple pipelines, not one.
Trade Schools & Technical Programs
Printing, packaging, and manufacturing-related programs remain an important entry point. Companies that build relationships with local schools gain early access to motivated talent.
Internships & On-the-Job Training
Internships aren’t just for offices anymore. Shops that invest in hands-on training create loyalty early and shape operators the right way from the start.
Industry-Specific Recruiting Partners
This is where experience matters most. Specialized recruiters already know where talent is, who’s open to conversations, and how to approach candidates confidentially.
Industry-Specific Job Boards (That Actually Reach Printers)
Posting jobs where printing and packaging professionals already look makes a measurable difference. Targeted exposure beats mass visibility every time.
The most successful companies in 2026 aren’t waiting for talent — they’re building pipelines.
6. The Advantage of Industry-Specific Hiring
Printing and packaging is not a general labor industry — and hiring it like one doesn’t work.
Industry-specific hiring delivers:
Better matches
Faster placements
Lower turnover
When recruiters understand presses, substrates, inks, and production flow, expectations align from day one.
Final Thought: Hiring Smarter in 2026
2026 isn’t about hiring more people. It’s about hiring smarter.
The companies that succeed will:
Adapt
Move faster
Be clearer
Invest in the right hiring partners and pipelines
The hiring reset is here — and the opportunity is real.
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