In the world of skilled trades, every moment a critical position remains vacant, it impacts productivity, project timelines, and the bottom line. For the Non-Destructive Testing (NDT) industry, where certified technicians are the backbone of quality and safety, understanding hiring timelines is crucial for strategic planning. As we look at 2025, several factors are converging to shape the “time-to-fill”—the total time from opening a job requisition to a candidate accepting an offer.

For hiring managers and recruiters, knowing the average time-to-fill for NDT roles is more than a statistic; it’s a vital tool for setting realistic expectations and staying competitive in a tight labor market.

The Big Picture: Hiring Benchmarks for Skilled Roles

Before diving into the specifics of NDT, it’s helpful to look at the broader landscape. The global average time-to-fill across all industries has been on the rise, currently sitting at around 44 days.[1][2] However, this number varies dramatically depending on the sector and the complexity of the role.[3]

For industrial and technical fields, the timeline is often longer. The manufacturing sector, for example, is the slowest industry to hire, with a median time-to-fill of 55 days.[4] Highly specialized roles, like those in engineering, can take an average of 62 days to fill.[2]

These extended timelines are driven by several factors:

• A smaller talent pool for specialized skills.
• Complex screening processes involving technical assessments.
• Increased competition for qualified candidates.

Forecasting the Time-to-Fill for NDT Technicians in 2025

While there isn’t a single, universally tracked metric specifically for “NDT time-to-fill,” we can create an informed forecast by analyzing data from adjacent industries and considering the unique dynamics of the NDT world.

For 2025, employers should budget for an average time-to-fill of 45 to 65 days for certified NDT Level II and Level III technicians.

This extended hiring cycle is influenced by a perfect storm of industry-specific challenges:

• The Skills Gap is Widening: The NDT market is projected to grow significantly, reaching over $35 billion by 2032.[5] This growth, combined with the retirement of experienced technicians, is creating a pronounced skills gap.[6] There are simply fewer qualified candidates available to fill a growing number of positions.
• Certification is Non-Negotiable: Unlike general labor roles, NDT requires specific, verifiable certifications (e.g., SNT-TC-1A, NAS 410). This immediately shrinks the available talent pool and adds a critical verification step to the hiring process.
• High Demand in Key Sectors: The demand for skilled manufacturing and fabrication professionals is skyrocketing.[7] Industries like aerospace, oil & gas, and public infrastructure are heavily reliant on NDT, and this competition for talent drives up both salaries and hiring times.[5][8]
• Top Talent Moves Fast: In any industry, the most qualified candidates are often off the market in as little as 10 days.[1] A slow or inefficient hiring process in the NDT space means you will almost certainly lose your top choice to a competitor.

Is your long hiring process causing you to lose top NDT talent? Speed up your search by connecting with thousands of qualified technicians on NDT-Jobs.com.

How to Shorten Your NDT Hiring Cycle

While the market presents challenges, you are not powerless. A proactive and strategic approach to recruitment can significantly reduce your time-to-fill.

1. Build a Talent Pipeline: Don’t wait until you have an urgent need. Constantly network and build relationships with NDT professionals. A platform dedicated to the NDT industry can be an invaluable tool for creating and nurturing this pipeline.
2. Write Crystal-Clear Job Descriptions: Clearly define the required certifications, methods (UT, MT, PT, RT, etc.), and experience level. A vague job description attracts unqualified applicants, wasting valuable screening time.
3. Streamline Your Interview Process: Ensure your interview process is efficient and decisive. Delays between interview stages are a primary reason candidates lose interest or accept other offers.[1] For technical roles, have your Level 3 or technical lead involved early to quickly assess competency.
4. Leverage Niche Job Boards: General job boards can be a black hole for specialized roles. Posting on an NDT-specific platform like NDT-Jobs.com ensures your opportunity is seen by a concentrated audience of qualified, relevant candidates. This targeted approach dramatically improves the quality of applicants and reduces screening time.

In the competitive landscape of 2025, filling NDT roles requires more than just posting a job and waiting. By understanding the market dynamics and adopting a strategic, efficient hiring process, you can beat the average and secure the skilled technicians you need to drive your business forward.

Ready to find your next NDT expert faster? Post your job on NDT-Jobs.com and get in front of the right candidates today.

Sources

1. joingenius.com
2. corporatenavigators.com
3. alp.consulting
4. smartrecruiters.com
5. fortunebusinessinsights.com
6. careerexplorer.com
7. bluerecruit.us
8. ndtcorner.com