Warehouses in all sectors have a high turnover rate that’s difficult to keep down due to the high skill level required to operate industry-specific machinery. Speeding up the hiring process without a proper pipeline will only worsen this problem, as you may pick unsuitable candidates.
According to Vox, potential employees are very interested in working in warehousing but want to work for employers who offer benefits and a competent onboarding process. Here are a few things you can do to streamline the warehouse hiring process and keep top, skilled talent.
1. Evaluate Current Warehouse HR Policies and Staff Members
Human resource specialists are responsible for screening, interviewing, recruiting, and placing workers. They may also handle employee relations, benefits, payroll, and training. HR managers and specialists plan, coordinate, and direct the administrative functions of your business.
If you don’t have an HR department, consider hiring outsourced employees for both human resources and payroll. If you currently staff an HR team, ask them to review their current hiring policies to include aspects of company culture and skills sets, especially management software.
2. Create an Onboarding, Training, and Development Process
Hiring a new employee isn’t just about getting them to sign a contract; you also need to bring them into your business. The best onboarding, training, and development processes will have:
- What employees need to know about your brand and culture
- How managers and the HR team can help out
- Goals their higher-ups will set for new employees
- How the company will assess performance
- Hire forms, background checks, and introductions
- Work environment rules and training schedule
HR should use onboarding software tools, like templates, integrated options, and chatbots, to make the onboarding process easier. With an effective onboarding strategy, businesses will maintain a stronger connection to their employees and improve their revenue growth.
3. Expand Hiring Posting Channels, Online, and Offline
It’ll be difficult for prospective employees to find you if you don’t post your job listings everywhere you possibly can. It’s important for employers to post warehouse jobs on websites that are specific to their industry as well as places that target a general audience.
While it’s still important for you to post job listings on your website and social media pages, you can’t limit yourself to free or already “paid for” sources. Also, consider pinning job listings in a local cafe, restaurants, or other common places your current warehouse workers hang out.
4. Create a Detailed, Informative Job Posting
There are several highly trained, quality employees that will pass you by if your job posting is too vague. If they don’t know how much they’re earning, whether you’re offering full or part-time, or even the type of skills they need for the job, you’ll miss out on the best candidates.
Once candidates start applying for your opening, HR should be ready to process them effectively. Ask a senior warehouse worker what types of position-related questions should be asked to tell whether or not a candidate has the proper credentials or passion for their role.
Here are some questions you should include:
- Which digital warehouse management software are you experienced with?
- How would you make sure no packages or deliveries are lost?
- Which warehouse management tools (such as a forklift) can you operate?
- What would you do if a delivery got mislabeled, mismanaged, or lost?
- How would you make sure no packages or deliveries are lost in the future?
Be sure to place a deadline on your job listing to showcase professionalism. At the same time, don’t make the deadline too tight. Give candidates enough time to write a company-specific cover letter, but not so much time that candidates will think you won’t be a good employer.
5. Offer Competitive Health and Retirement Benefits
The biggest problem most companies face when looking for prospective warehouse employees is differentiating themselves from other businesses. Although branding and positive reviews can serve you well, most warehouse listings are almost word for word similar to each other.
Another problem is that branding can often clash with the benefits you’re not offering.
If an employer states they’re for the health and happiness of their employees but don’t offer health benefits or a high wage, no one will believe them. Even then, offering health and retirement benefits may not be enough, so go the extra mile to attract candidates faster.