Many companies are struggling to compete in today’s escalating war for talent. Reports of candidates simply not showing up for interviews are not uncommon. As we meet with our clients, we offer the following as some of the ways to solve recruiting challenges.

 

Seek Ways Reduce Additional Labor Needs

  • Simplify processes and eliminate “non-value-added activities” to reduce required labor
  • Embrace automation for repetitive or dangerous activities, including back office Robotic Process Automation (RPAs), picking technologies and intelligent document processing
  • Understand and address why employees are leaving or not accepting offers
  • Reduce turnover by considering locations where fewer companies are competing for talent​

If you conclude additional labor is still required, promote why recruits should choose your company BEFORE the interview. Recognize that the pay offered doesn’t have to be the highest in the market, but it must be competitive. Provide recruits with a checklist to help them compare your company with other potential employers to share your positive work environment, tailored to the role. 

Four areas to promote are shown below:

 

Offer Flexible Work Arrangements

  • Embrace remote work options
  • Offer part-time roles, consider weekends or additional shifts
  • Consider flexible start times to accommodate worker needs
  • Share rotational programs and role mobility examples

Develop Employee Growth Opportunities

  • Market training options, certification programs, or mentoring programs
  • Develop recognition programs
  • Allow employees to engage in community interests
  • Share promotion paths and evaluation criteria and processes

Promote Your Work Environment

  • Describe your air-conditioned warehouses/facilities, ergonomic workspaces, share photos of uncluttered, well-lit, clean work areas
  • Share employee satisfaction measures
  • Market external awards earned
  • Explain the organization’s positive environmental and social impacts
  • Share how diverse backgrounds are unified/harmonized within the company

Establish Compelling Benefit Programs

  • Research and offer competitive pay
  • Offer productivity & quality bonus programs
  • Develop creative compensation programs like ESOP’s or profit sharing that have traditionally only been available to management levels
  • Consider addressing employee needs with paid time off, car-pooling, day care offers in addition to traditional health and retirement benefits

About Pete Beckwith

Pete Beckwith is a partner with Fisher Management Partners, and he leads its Value Chain Practice. He began his career at Andersen Consulting and later joined Arthur Andersen’s Business Consulting Practice, where he led Supply Chain solutions for Central Ohio. After Andersen, Pete was the Director of Business Integration and IT Strategy at Cardinal Health, a Fortune 20 company in the global healthcare distribution industry. He later served multiple executive roles at Cardinal Health, including as VP within Merger Integration and Operational Excellence, until he joined Fisher in 2015.

Pete has successfully delivered large domestic and international supply chain projects. His areas of expertise include supply chain management, business integration, Lean Six Sigma and continuous improvement.  You can reach Pete at pete.beckwith@fishermp.com.

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