With industry-wide annual turnover nearing 50%, workforce attrition creates acute hiring pain for any HR team overseeing a high headcount facility. Top reasons for turnover in industrial settings are compensation, commute, schedule, environment, and career growth. Best practice for Human Resource teams is to capture turnover cause whenever possible and create initiatives to prevent recurring attrition catalysts. In addition, an organization’s current workforce is the best source of information for HR to proactively identify ways to prevent future churn.
In search of the best workforce, industrial HR teams spend time leveraging community partnerships, job fairs, job boards, staffing partners, and employee referral programs. From a time spent perspective, actively managing all of these channels requires significant investment and organization. Looking at efficiency, it gets even more challenging. Data-driven hiring teams understand their cost-per-hire in each channel and constantly experiment with new channels to lower overhead. To be able to do this across 5+ different channels requires not only a lot of time but also a robust data-management strategy.
Industrial organizations often have periods where their workforce will ramp up significantly in headcount either because of seasonality or growth. Hiring spikes often require HR teams to accelerate their hiring process, lower the hiring bar, and invest significantly more time recruiting, interviewing, and coordinating with business partners. Spikes ultimately lead to constant recruitment and less focus on the current workforce. Decreased focus, lower quality hires, and more trainees, if a company isn’t careful, can lead to a vicious turnover cycle.
In an industrial setting, no one is expected to wear more hats than HR. Human Resources manages the entire employee lifecycle from the first impression to retirement, not just hiring! In HR, it is the expectation that a new fire will pop up daily, despite an already packed schedule. Dealing with these high urgency workplace issues can make filling and executing a recruiting pipeline take backseat, no matter how many open positions need to be filled.
In summary, industrial hiring is an incredibly challenging landscape, and HR teams must focus on continuous improvement while juggling a number of balls at once. At WorkStep, we assuage these pain points by providing a simple-to-use, single point solution that scales to any hiring volume while placing high-retention hires. Learn more here.