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Week 5 of the year is almost over! I’m Marty with Warehouse and Operations as a Career. How is your year going so far? I have mine planned out pretty much through the 2nd quarter, and I’ve got to say, I’m right on track. One of my bigger goals was to get this one particular certification so I could help those interested in the food service fields, not hospitality, but more on the production, kitting, packaging, and shipping end of the business. I guess I shouldn’t say not hospitality, but well, I’m just not a restaurant person. Actually, I try and poach servers into the manufacturing, production, and distribution worlds! Every time I go out to eat, I leave a Job’s card and/or a WAOC card. We’ve pulled some great warehouse people out of the server and cook world!
Anyway, I have already received that certification and not only as an instructor but a proctor as well. Another 2022 goal was to give a class for such and I’m happy to say that I am in the scheduling phase of that class with the Salvation Army now. 5 weeks in and I’m right on track and I hope you are also. It’s all about our own personal success, right?
Ok, so back to my notes! Late last week I received a phone call from a recruiter friend asking if I knew anyone that wanted to work. I told her certainly. I had just been looking at the bureau of labor statistics reporting for December and shared that the number of persons not in the labor force who currently want a job was little changed at 5 million in December. I explained that this measure decreased by 1.6 million over the year but is 717,000 higher than in February 2020. Now these individuals were not counted as unemployed because they were not actively seeking work during the 4 weeks preceding the survey used for the report.
Now her and I do not see the recruiting process apples to apples. Probably more like raisins to grapefruits. She is a corporate recruiter, for all the warehouse positions in her distribution center where I, well I deal more with the sourcing world and agency recruiters. Anyway, after she did not find my explanation above funny at all, she posed the question to me. She asked. “What is your largest challenge in hiring someone in today’s market? I explained that I’m not one that could answer that questions but that I knew people who could! I even decided to expand on it a bit by asking teams in frontline management that same question.
I posed the question “What are your challenges, if any, in recruiting experience talent today, and when hiring new boots to our industry. I posted that to a few recruiter groups and spoke with 12 front line supervisors in the fields and on the docks. I had 7 recruiters reply and share their thoughts with me. 3 of them were Corp inhouse recruiters, 3 were agency and 1 was an independent or contract recruiter. All 19 were in either manufacturing, production or distribution and all sourced, hired, or trained for those light industrial positions.
Ready for a shocker? 18 of the 19 said they wanted to hear more honesty from their applicants. Let me break that down a bit more.
Recruiters noted that over the last 12 months they have seen people exaggerating their work histories, a few mentioned there seeing exaggerating to the extreme! They felt like applicants may be trying to cover any long stretches of unemployment. By the way, each said that didn’t matter to them, not like it did 2 years ago. The front-line people used the work honesty in regard to experience with the equipment. Across the board these individuals said that 25 percent of the people sent to them that stated they had experience on electric pallet jacks and standup forklifts had done more than exaggerate about those experiences. Of course, this is concerning to them because of the dangers to themselves and others.
I can understand both sides of the coin here. As applicants we want a job, maybe we’re trying to impress a bit. On the other hand, we’re trying to hire the best candidate.
I have two thoughts there. Yes, as an applicant we should be honest. There is no reason to get hired or accept a position that we are not qualified for and are not going to be able to perform. Aren’t we just wasting our own time that way? If you’re a long-time listener you know how to target a company, get those needed skills and end up with our dream job right!
The other thought, when I’m speaking as a recruiter, we should be digging in deeper. We have all the questions and job descriptions, even some great tools to realize an applicant’s experience levels. It’s not unheard of for the Op’s team to question a recruiter’s motives for hiring what they consider a warm body. Myself I don’t think that would be the case, but I do believe, in today’s market, maybe we misplace people, you know, hoping they can stick.
Neither of those scenarios are good.
From here on it got kind of funny. The general conscience was pretty much split down the middle. It seemed everyone had their own opinions. I guess, here looking over some of the quotes, I guess maybe 50%, in each field, spoke about the same things. I start with the frontline teams, and I’ll try and keep my own opinions and experiences brief!
So here are a few of the frontline wishes:
I need more Team members or team players. I’m seeing a lot of it’s all about Me on the floor. Well, I have a bit of an issue with that kind of a statement coming from a lead or supervisor! I understand what their meaning, but isent that their job as management. I think it’s our responsibility as managers to develop that team culture within our crew.
The next one, and a majority of frontline supervisors did mention this one. I’d like to see more safety conscious team members. And a few of them went on “I feel that my new boots are listening to the rules and procedures, the standards, but I don’t feel like they understand the gravity of them. Well, again, I have to raise my hand and comment are we doing our part regarding the reason for those rules, procedures and standards. If you are just teaching to them, and not training to them, sharing personal stories, recent events etc, I don’t think we can expect them to value or understand them? Send us a message to host@warehouseandoperationsasacareer.com with your thoughts on that one!
And this one may be my favorite; I think it’s the best and yet the scariest for me. “When did people quit caring about making sure the security doors are shut, and the pedestrian walkways, when did walking outside and beside the walk path become the norm. When I bring up things like that, I’m hearing things like dude, I’m right beside it. Now this one I don’t see as a management opportunity. We as employees do need to take our positions seriously. I am seeing a much more relaxed work ethic in my travels. I think that’s a shame to. A laxed work attitude will be picked up on by our management teams and will hinder and slow our advancement opportunities. I’d love to hear from an employee, maybe a new boot, about this one.
Gosh, I have like 12 of these, let’s do one more and then we’ll jump over to a couple of the recruiter’s answers. Ok, a supervisor in the production environment states one of his biggest challenges is the new attitude on attendance and the work week. He said “25 to 30% of my shift is either tardy or calling in each shift. My NCNS list always has 2 to 3 employees on it. A year ago, I never had a NCNS and maybe has a call-in percentage of 5%. I had to open up a few positions to part time. Whats up?”
I have a thought on that one. and it’s a great one to segway into the recruiter’s questions. I think people as a whole are insecure in many ways. 2 Years ago, many lost jobs through no fault of their own, and they realized that could happen to them. I think we all became a lot closer to our families and loved ones. Can anybody say that’s a bad thing? I believe it’s a new environment and we as managers and businesses need to understand that. If you are constantly building proper employer employee relationships, being fair and consistent, working with them, including our teammates in decisions, we’ll become a part of that security there seeking. I see companies throwing money at their associates, and yes that’s a good thing, but I think more recognition, pointing out that associates are doing great things, I think that’s what will help build that belief in the company, that security for a peace of mind. I know blah blah blah right. But that’s what I believe!
So recruiters. Across the board the recruits agreed that one of their biggest challenges were applicants scheduling an interview and then ghosting them. One recruiter stated that “I’ve had too many people schedule a phone interview and never call in or answer my call. And I am running about 30% NCNS for my face-to-face interviews.” I am hearing these numbers across the states I do business in. I’m not sure why though. Many believe it’s because the job market is so open right now. Should I as an applicant decide not to go to an interview, it’s ok, I have another one scheduled tomorrow. I think we as hiring agents have to really sell the position up front. I don’t mean exaggerate or promise something that is not attainable, but we have to include things like growth potential, advancement opportunities etc. We have to turn on our career coaching skills a bit. There are other offers out there right now!
This one took me by surprise, I hadn’t heard of it before but about 6 recruiters mentioned something like “applicants are not willing to complete applications online, somethings changed. How do I explain to them that we do not have paper applications or short applications to offer. I need all the requested information to hire them. I teach a class called Seeking employment is hard work. I wish more hiring agents understood what a job seeker goes through today looking for employment. Take ad’s for an example. Ad’s used to provide you with a job description, the pay rate, an address of some kind, a way to get in touch with the hiring agent. Today it’s an ad for open positions, and an Inbox me or Dm me. Before a recruiter trolls me, I know it’s the same on us as applicants. We’re just saying interested or dm me please! My point is it’s hard going online and filling out 5 applications in a setting. Each can take 45 minutes! And then driving or commuting to 5 interviews! That can be expensive!
I know this is going to sound very simplistic. But I think we all just need to slow down. Maybe we’ve come to believe we’re living on the computer now and everything happens in an instant. As managers we need to respect others thoughts and concerns and give everyone the time needed to learn. And as applicants and employees we need to slow down. Remember how serious a job is. We are going to be working for the rest of our lives. We need to plant out feet somewhere. And have a plan for our retirement and taking care of our families.
Well folks, I hope I’m leaving you with a thought or two. I appreciate you listening each week, subscribe and share with a friend!
Until next week share a safety story or thought with a coworker, you may make an impact they can live with.