In July 2018, a report showed that manufacturing companies experienced their best year of hiring in 23 years. Hiring is at an all-time high and employers are in growth mode. They are hiring at a rapid pace and need partners to help fill the gaps. This dilemma creates enormous opportunity for staffing firms – if they have the technology to keep up with demand.

These should be the glory days of staffing, but what’s the reality?

The reality is that you’re dealing with bloated time-to-fill rates from interview mishaps and no-shows. Is it your candidates? Your workflows? Both? If you could fill the open reqs you have RIGHT NOW, you would have a record year.

Is this really a surprise?

Part of the problem is that as an industry, we weren’t forward-thinking enough. We didn’t invest enough in technology and didn’t see this rapid drop in unemployment coming. We relied too heavily on job boards and didn’t implement the technology we needed to keep pace. So, what do we do now?


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Here are some of the big issues we see in today’s market, and immediate steps staffing firms can take to fix them:

1. Your onboarding process isn’t cutting it.

Why can’t you bring some of that shop floor, Six Sigma thinking to the hiring process with onboarding automation that keeps things simple and candidates engaged? Where they don’t need to retype the same information seven times. You need a system that keeps you compliant yet still delivers a positive candidate experience.

2. Ghosts are killing you.

No this isn’t a horror movie, it’s reality. Candidates that end up not working out for one reason or another are lost revenue. Plain and simple. If your hiring workflow is a slog, good candidates will go elsewhere. And guess what! Good candidates make good employees. Ask your clients. They’ll tell you. You need to embrace technology to increase engagement and reduce no-shows. You need a platform that reminds candidates of upcoming interviews and tasks and engages them throughout the entire onboarding process –  via texts, emails, and even in-app alerts. The ball is in their court, but you are the coach. Wins and losses are on you.

3. In the age of immediacy, you’re a sloth.

Look at how long it takes from interview to first day on the job. Turn-around times can be faster without sacrificing quality. It is possible. How bad is your process if people who need money don’t show up for interviews or assignments? Or even worse, they make it partially through the onboarding process but don’t complete the paperwork. You can’t control turnover, but you can control the path for your next applicant.

4. Redeployment is key.

How amazing would it be if you knew which employees were good at their assignment and which weren’t? Which employees were reliable. Which employees were coming off an assignment and ready for the next similar gig with your organization? The industry fails when it comes to redeployment, but why? Because it’s easier to find another “John Doe” for the warehouse? Absolutely not!

Technology that enables feedback and alerts you of these insights exist today, you simply need to invest in it. Find the right business intelligence stack to move the ball a few feet, then a few yards… Don’t try to over-engineer the process or you’ll never deploy. Pushing technology live is better than making it perfect. You need to get in the ballgame!



Let’s bring light industrial hiring into the 21st century.

Preventing labor gaps, reducing time-to-hire, improving candidate engagement, increasing redeployment rates, streamlining onboarding, improving NPS, and gaining real-time insights to adjust your course – these are not futuristic aspirations. They are real pains and completely attainable right now. They simply require the right technology, an architect, and the desire to iterate/optimize.

So what are you going to do next? Initiate the next blind ATS search? Hand out a packet of paper? Apologize to your client, again? Or are you going to invest in the future of your organization?