Georgia Industrial Workforce
Benchmark Report 2025
Data-driven analysis of Georgia’s industrial labor performance. Compares regional KPIs for labor demand, wage pressure, turnover risks, and shift stability to empower operational decision-making.
Interactive Scatter Plot
Sector Performance
Statewide Labor Trend
A) Executive Overview
As we move through 2025, Georgia's industrial sector demonstrates resilience amidst fluctuating labor dynamics. Our analysis indicates a composite Labor Demand Index of 85, driven by sustained growth in logistics hubs and advanced manufacturing corridors. However, this demand is counterbalanced by a Turnover Pressure Index of 48, suggesting that while roles are available, retention remains a critical challenge.
Wage Pressure (54) continues to trend upward, particularly in specialized zones, while Shift Stability (56) offers a stabilizing force in established operational centers. The data points to a strategic need for "Total Talent Management" approaches rather than transactional staffing to mitigate cost and maintain output consistency.
B) Key Findings
Strongest Labor Demand
Chatham / Savannah
Driven by port expansion and logistics volume.
Highest Wage Pressure
Hall & Clayton Counties
Competitive manufacturing wages driving escalation.
Most Stable Workforce
Cobb County
Mature industrial base with lower turnover volatility.
County Performance Snapshot
| County | Labor Demand | Turnover | Wage Pressure | Stability | Composite |
|---|---|---|---|---|---|
| Chatham / Savannah | 85 | 48 | 54 | 56 | 60.8 |
| Hall | 72 | 45 | 62 | 62 | 60.2 |
| Gwinnett | 78 | 42 | 48 | 64 | 58 |
| Clayton | 68 | 40 | 60 | 58 | 56.5 |
| South Fulton | 64 | 50 | 58 | 52 | 56 |
| Cobb | 75 | 38 | 42 | 68 | 55.8 |
| Jackson | 58 | 52 | 55 | 55 | 55 |
C) County-by-County Analysis
Chatham / Savannah
Dominating the coastal region, this area sees intense competition for logistics talent driven by port activities. High labor demand requires aggressive recruiting strategies.
Hall
A manufacturing stronghold facing significant wage pressure. Employers here must balance competitive pay with retention incentives to maintain workforce stability.
Gwinnett
A logistics and distribution hub with balanced metrics. High availability of talent, but turnover remains a factor due to the density of options for workers.
Clayton
Proximity to the airport drives unique logistics demand. Wage pressure is significant as specialized roles compete for a limited pool of qualified candidates.
South Fulton
An emerging industrial corridor with growing demand. Shift stability is a key challenge as the workforce adapts to new large-scale operations.
Cobb
Characterized by a mature industrial workforce with high stability scores. Retention is naturally higher, allowing focus on efficiency and upskilling.
Jackson
Rapidly expanding industrial footprint. While current stability is moderate, the influx of new facilities is expected to increase wage and turnover pressure
D) Cross-Regional Patterns
Wage Escalation Tiers
Wage floors are rising unevenly across the state. Tier 1 logistics hubs (Savannah, Clayton) are seeing rapid escalation, while Tier 2 manufacturing zones show more controlled growth.
Turnover & Retention Tiers
Retention is directly correlated with "Day-1" experience quality. Regions with higher density of options (Gwinnett) show higher voluntary turnover sensitivity.
Shift Stability Patterns
2nd and 3rd shift stability remains the primary operational volatility factor. Counties with limited public transit options show markedly lower off-shift reliability.
E) State-Level Insights
Manufacturing Sector
Steady growth in advanced manufacturing is increasing demand for skilled machine operators and technical leads.
Warehouse & Logistics
E-commerce volume continues to drive high-volume hiring needs, with peak season volatility widening.
Port Operations
Savannah's port expansion acts as a massive gravity well for labor, impacting surrounding counties for 50+ miles.
Quit Rates & Trends
"Quick Quits" (under 30 days) are trending down slightly, indicating better initial job fit or tighter economic conditions.
F) OS Recommendations
- ●Calibrate Entry Wages: Ensure base rates are competitive within a 5-mile radius.
- ●Implement Day-1 Onboarding: Streamline start-up to reduce friction.
- ●Shift Differentials: Aggressively price 2nd/3rd shift premiums.
- ●Retention Bonuses: Back-load incentives to day 45 and 90.
- ●Flex-Scheduling: Offer 4x10 shifts where operationally feasible.
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Data Sources
Aggregated anonymized stats from First National Staffing OS platform, combined with BLS and private industry reports.
Update Frequency
This benchmark report is updated quarterly. Next update: Q2 2025.