Companies across industries are struggling to recruit warehouse workers these days. HR professionals and supervisors are scrambling to fill positions with qualified personnel, so they’ve had to establish new practices. It’s no longer as easy as posting a job announcement and expecting to get an abundance of applications. While that might work if you’re less concerned about finding people who are qualified, if you want to build a productive team, it’s going to involve more effort than ever before.
The problem that exists is a combination of low unemployment rates and more ecommerce companies that require warehouse workers. In fact, supply chain managers are coveted professionals because of their expertise and specialized knowledge in this space. Small businesses looking to hire warehouse workers are competing with larger, more established logistics companies that job seekers often prefer because they usually offer higher pay and more benefits. If you’re a company that needs to hire people immediately, one of the ways to simplify the process is by using companies that specialize in any warehouse staffing tulsa ok.
Since the available pool of applicants is shrinking, what strategy can you use to make sure your staffing needs are met in the future? One thing that you should always do is start early. In fact, you should maintain an open recruitment at all times. This will help you build a network of qualified talent. Instead of waiting until the need is great, you should use your website and online platform to constantly attract job candidates.
It’s not uncommon for hiring managers to post a job announcement after finding out about a vacancy. That’s actually the norm. Instead, a proactive approach is best if you want to beat the competition. Your goal is to respond to a vacancy as opposed to reacting to it with an emergency job posting. If you start the recruiting process early, you’ll have a pool of candidates, which means you can choose applicants whose qualifications most align with position requirements. In other words, you should have a pipeline of candidates that are available throughout the year, including peak seasons.
A great way to facilitate an ongoing recruiting process is by making sure job descriptions are constantly updated and reflect the current requirements. When it comes to communicating the job qualifications, it’s best to be specific so that everyone is on the same page and understands the expectations. This means you should communicate the physical requirements of the position, the number of hours required, technical skills, and even required soft skills, such as problem solving. You definitely want to detail mechanical skills and communicate any machinery selected candidates will be required to operate.
Once you have identified qualified applicants, you’ll want to make sure the appropriate personnel are involved in the hiring process. This is best facilitated by multiple interviews with a hiring committee comprised of people who understand what’s required for a candidate to be successful. The human resources department must ensure clarity on hiring processes and provide support in developing the best possible interview questions.