The Hourly Hiring Crisis Is a Process, Not a People, Problem   - ERE - Deepstash
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A Hiring Crisis

A Hiring Crisis

For the first time since 2008, volume is missing from high-volume hiring, leaving most organizations using traditional recruitment strategies unprepared. As a result, employers are now having to quickly adapt to the current situation — with no true guideline for doing it the right way.

Companies are consequently increasing wages, offering sign-on bonuses, and covering tuition fees in a bid to get candidates through the door and to keep hold of current employees. And yet, all over the world, the talent pools for hourly roles continue to dry up.


258 reads

People Don’t Want To Work For Others

The heightened risk of getting sick, along with low wages, inflexible work schedules, and the increasing number of remote vacancies are all contributing to the talent crisis affecting the high-volume hiring.

But the lack of candidates for hourly jobs, which are mostly entry-level in nature, is the result, not the cause, of the broken talent acquisition practices that have been in place for years. Again, the pandemic has simply brought these issues to light.


153 reads

High-Volume Hiring No Longer Works

In the current context, the lack of candidates at the top of the funnel seems like the most pressing problem. Yet if we look beneath the surface, we see that across industries, companies in the high-volume-hiring space are struggling with high attrition, poor-quality hires, and high drop-off rates throughout the recruitment funnel.  

These problems are constant, and fixing them could put an end to the shortage of workers, as fewer people quitting means fewer seats to fill.


108 reads

The Employers Are In A Flux

Traditionally, attraction and selection have been treated as two distinct challenges. Companies have always benefited from high volumes of candidates, so they rarely had to worry about not having enough talent to choose from. 

Now, as talent pools shrink, employers realize that this approach to recruitment is deeply flawed. At the same time, they’re becoming anxious about people having more leverage over their job preferences. Translation: You can’t attract candidates unless you make your brand, workplace, and offering attractive.


103 reads

Fixing the Faulty High-Volume-Hiring Process

Selection processes, whether powered by a single recruiting platform or multiple tools, tend to be linear in how they screen out candidates. A candidate needs to meet the threshold set for each stage to progress to the next. However, in a rapidly-changing labor market, this approach sets you up for failure. 

To future-proof your hiring, you need to take a holistic approach to recruiting and move from a rigid, linear process to a flexible, agile one.


99 reads

The Four Areas To Focus On

  • Matching. First, matching should help you identify the right applicants, as well as get them excited about the role.
  • Automation. In a tight labor market, you want a process that’s quick and enables you to offer job security as fast as possible.
  • Candidate experience. You should build an engaging application experience that reflects your employer brand and helps job-seekers learn about the business and the role before applying.
  • Business intelligence. When hiring at scale, controlling your process and having full visibility into your data is essential.


101 reads



"The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”- John Maxwell


The Hiring Crisis

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