Recruiting your team: Recruiting and Hiring the Right People for Every Job
The Impact of Recruiting and Hiring on Order Management and Delivery Performance
-
Upload
randstad-usa -
Category
Recruiting & HR
-
view
78 -
download
0
description
Transcript of The Impact of Recruiting and Hiring on Order Management and Delivery Performance
The Impact of Recruiting and Hiring on Order Management and Delivery Performance
Today’s manufacturing and logistics operations are at the center of rapidly evolving industry
trends that impact operational efficiency and influence customer retention. In particular, the
intricacies of inventory management and order fulfillment have escalated as both order and
distribution channels proliferate and customers demand faster and less expensive delivery options.
Issues related to technology, safety, ergonomics and cost pressures help to define how an
enterprise moves and delivers its goods. They also illuminate the importance of hiring and
maintaining a well-trained and stable workforce.
Right hiring boosts order management goals
Hiring in today’s manufacturing environment
On a day-to-day basis, shift managers and supervisors must align their recruiting and hiring efforts
to fill orders more quickly and meet promise dates by positioning the right leaders on the floor
and the right individuals on the line. To find out more about how manufacturers recruit and
hire talent, Randstad recently surveyed approximately 2,800 manufacturing professionals. Their
responses on the following pages reflect both areas of success and opportunities to improve
recruiting and hiring efforts.
2014 Workplace Trends
Best practices in recruiting and hiring support operational goals by creating a stable workforce and reducing:
• turnover• onboardingfrequency• trainingrecurrence• absenteeism
• injuries• workers’compensation• knowledgedrain
Manufacturing and logistics facilities continue to invest in technology and processes to achieve:
• streamlinedmultichannelorderinganddistribution• improvedorderfulfillmentefficiencyandaccuracy• increasedcustomersatisfactionandretention• enhancedworkersafetyandexperience• decreasedcosts
recruiting and hiring
Received a better offer elsewhere (better pay, benefits, etc.)
Received a better offer elsewhere (better pay, benefits, etc.)
To pursue a different career path
More opportunities for career advancement elsewhere
Relocating
Change in family situation
Workload is too heavy
To further their education
More opportunities for career advancement elsewhere
Do not feel supported by management
Workload is too heavy
To pursue a different career path
Poor relationship with supervisor
Relocating
What are the top reasons employees tend to give for leaving?
Compared to last year, does it take more time to find the right talent to fill positions?
59%
61%
30%
30%
14%
13%
13%
10%
46%
26%
22%
21%
17%
16%
When asked about why employees resign, a majority of executives again point to the power of money, with better offers elsewhere cited as the predominant reason. Next in line are advancement opportunities (overall responses) and pursuit of a different career (manufacturing and logistics responses), both of which frequently translate into salary increases—further evidence of how income impacts the employment/retention equation.
A majority of companies say it now takes longer to find candidates with the right skills, experience and personal traits to make a good hiring match.
Yes
62%Yes
59%
Overall responses
Manufacturing and logistics responses
Is your company currently below its target headcount?
Nearly half (48%) of executives in other industries indicate that their organizations are below headcount, but the figure drops for manufacturing and logistics professionals, 36% of whom say their companies’ headcounts are low.
yes yes48% 36%
Overall responsesManufacturing and
logistics responses
recruiting and hiringOn average, how long does it take to fill a position?
21%
39%
53%
31%
17%
15%
7%
5%
2%
10%
1 month or less 2–3 months 4–5 months 6 months + Not sure
Many companies require two to three months to hire a position, but manufacturing and logistics organizations appear well-equipped to hire at a faster pace, with 39% filling positions within the one-month timeframe.
Overall responses
Manufacturing and logistics responses
Manufacturing executives report consistently less utilization than other industries of every recruitment strategy we surveyed. This outcome may indicate that manufacturing and logistics organizations focus on other recruitment tools or may reveal opportunities to incorporate a different mix of tools to a comprehensive recruitment plan.
Which of these, if any, has your organization taken to improve recruitment?
Overall responses Manufacturing and logistics responses
Using a wider range of recruitment channels (i.e. social media, etc.) 54% 50%
Developing relationships at local universities and colleges 37% 19%
Offering higher salaries 27% 17%
Offering more training and development to new hires to lure potential employees 21% 15%
Offering better benefits 19% 10%
Offering more or a wider range of internships 17% 7%
Other 2% 6%
To locate and recruit the best employees, companies formulate a range of strategies to make the most of their recruiting effort. A majority of organizations try to broaden their reach by using social media and other recruitment channels.
recruiting and hiringWhich methods do you use to recruit talent?
Sta
ffin
g/r
ecr
uit
ing
co
mp
an
y
Job
bo
ard
s
Lin
ked
In
Face
bo
ok
Twit
ter
Go
og
le+
No
ne o
f th
ese
67%65%
47%
15%
7% 6%9%
66%
50%
30%
11%
4% 4%
15%
Of all companies surveyed, two in three rely on staffing/recruiting firms to fill their talent needs. Within social media recruitment tools, LinkedIn is strongly favored, outpacing Facebook, Twitter and Google+.
Overall responses
Manufacturing and logistics responses
Manufacturing and logistics organizations again report lower usage of many popular recruitment tools, with 15% reporting no usage. A particular discrepancy is the frequency with which the manufacturing and logistics sector utilizes online recruitment tools, particularly job boards and LinkedIn. Manufacturing and logistics hiring managers might benefit from assessing if there is a missed opportunity to recruit target talent by further engaging the online tools used more often in other industries.
About the Survey: Overall responses represent the findings from a poll conducted by the global research firm Ipsos. Manufacturing and logistics responses represent the findings of a Randstad online survey and in-person interviews. All sample surveysandpollsmaybesubjecttoothersourcesoferrorincluding,butnotlimitedto,coverageerrorandmeasurementerror.Some figures have been rounded to the nearest whole number.
in summary
The Employee Effect on Order Management and Delivery Performance
Withoverone-thirdofmanufacturersreportingtheyarebelowheadcountandastrongmajority
reporting longer hiring times, shift managers are incentivized to optimize recruiting and hiring
processes that create workforce stability and reduce labor expense. Considerations include:
Cost ControlManufacturers must be flexible to cyclical conditions, changing customer dynamics, governmental
regulations and evolving technology systems, and therefore must carefully balance resources
to meet rising expectations that in turn increase operational costs. For example, a recent supply
chainmanagementstudybyPeerlessResearchGroupreportsthatamajorityofmanufacturers
across all industries report increased costs of transportation (85%), raw materials (77%), labor
(67%) and operational processes (62%).
While manufacturers cannot control external costs, they can—and have great impetus to—
impact labor costs by hiring and training a stable workforce. Advanced fulfillment processes,
such as paperless picking systems and SKU management tools, provide greatest ROI when worker
transition and training is minimized.
OutsourcingAccording to the Peerless study, manufacturers indicate they will increasingly outsource particular
functions, with 46 percent saying they will rely on outside vendors for transportation and logistics.
Slightly more than one-third will outsource production and warehousing work.
The complexities of shift labor management are well-suited to outsourced labor solutions, are
often particularly effective at improving attendance, accuracy and engagement of second and
third-shift teams.
Staffing PartnersSystems and solutions that help boost order management and delivery performance while also
reducing labor spend can differentiate an enterprise on many levels. Staffing partners offer the
benefit of a reliable, qualified talent source, enhanced safety, outcomes and reduced employment
management costs. Randstad is ready to share its labor management expertise and talent
resources so your teams can operate at the highest levels and achieve operational success.