Tag Archive for: Hiring Processes

Navigating the Shifting Tides of Industrial Hiring in 2025

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As we move toward 2025, the industrial sector is facing an evolving landscape in terms of hiring and recruitment. Since the hiring frenzy that followed the pandemic, many companies in manufacturing and warehousing have experienced a significant slowdown in recruitment demand. This “manufacturing recession,” which took hold in 2023, has allowed businesses to temporarily step back from the frantic pace of hiring that characterized the years immediately following COVID-19.

Now, with the Federal Reserve beginning to lower interest rates, we anticipate a gradual recovery in hiring activity. However, unlike the sharp post-pandemic spike, the increase in recruitment will be slow and steady. Think of it as the slow thawing of an ice cube—gradual but inevitable. The key to navigating this new reality will be strategic foresight and planning.

While many of the extreme pressures of the past few years may have subsided, one thing is clear: the challenges that arose during the hiring surge of 2020–2022 have not disappeared. As we look ahead to 2025, businesses must prepare for a shifting labor market and adopt new strategies to overcome persistent hiring challenges.

What Has Not Changed: The Misconception of Increased Talent Availability

For many businesses in the manufacturing and warehousing sectors, the slowdown in hiring during 2023 offered a welcome respite. Companies no longer had to scramble to fill positions at breakneck speed, and there was a collective sigh of relief across the industry. However, this reprieve has led to a common misconception—that the availability of high-quality talent has increased.

Unfortunately, this is not the case.

Unemployment in the Twin Cities metro area, for example, has remained steady at around 3.1%, and labor force participation rates for prime working-age individuals continue to hover at historically high levels. In other words, while the urgency to hire may have lessened, the pool of qualified candidates has not grown. The tight labor market that made hiring so difficult in 2020–2022 is still a reality for many companies.

What this means for businesses is that the quality of talent remains largely unchanged. Issues like attendance problems, no-call no-shows, and early walk-offs are still prevalent. These challenges may have been less visible during the hiring slowdown of 2023, but they are far from being resolved. As hiring needs begin to increase again, companies must be prepared to deal with these issues head-on, armed with strategies that reflect the realities of the current labor market.

What to Expect: Gradual Hiring Increases with Familiar Challenges

Looking ahead to 2025, we are not anticipating a sudden surge in industrial hiring similar to what we saw in the immediate aftermath of the pandemic. Instead, we expect a slow and steady increase in hiring needs as interest rates continue to decline and economic activity begins to pick up.

This means that while companies should be prepared for increased recruitment demand, they should not expect the chaotic hiring environment of 2020 and 2021. Instead, we foresee a more manageable, albeit gradual, increase in the need for talent across manufacturing and warehousing.

At the same time, businesses should have realistic expectations about the available talent pool. The reality is that many of the candidates you want to hire—the ones with the skills and experience necessary for long-term success—are already gainfully employed. Sourcing these candidates will take time, effort, and a well-crafted strategy to sell them on new opportunities. Gone are the days of simply posting a job and expecting qualified candidates to come flooding in.

Furthermore, we expect that much of the candidate behavior that defined 2021 and 2022—such as inconsistent attendance and early walk-offs—will persist into 2025. While businesses may hope for a shift in employee attitudes and behaviors, the challenges of retention, engagement, and reliability are likely to remain. This means that the strategies companies adopt for hiring in 2025 must address not only sourcing but also the ongoing challenge of keeping employees engaged and committed.

Overcoming the Challenge: Adapting Recruitment Strategies for 2025

To successfully navigate the evolving hiring landscape of 2025, businesses in the industrial sector must rethink their recruitment strategies. The post-pandemic hiring boom may be behind us, but the challenges it revealed are still very much present. The following strategies are designed to help businesses overcome these hurdles and position themselves for success in the year ahead.

1. Streamline Onboarding Processes

Efficiency in onboarding will be more important than ever in 2025. In a competitive labor market, the speed at which you move candidates through the hiring process can make the difference between securing top talent and losing them to a competitor. Candidates expect quick responses, seamless transitions from application to interview, and a well-structured onboarding experience.

Key questions to consider include:

–How long does it take to respond to applications? In today’s fast-paced job market, candidates are often juggling multiple opportunities. A delay in response could mean losing a valuable hire.

– Are your job descriptions clear and compelling? Job descriptions should be specific, highlighting not just the responsibilities but also the unique aspects of your company culture and the benefits of working for your organization.

–How efficient is your time-to-fill process? While speed is important, businesses must also balance the need for thorough screening. Rushing through the hiring process can lead to misalignment in skills, experience, or cultural fit, which can ultimately result in higher turnover.

2. Strengthen Screening Process

In 2025, the importance of robust screening processes cannot be overstated. Given the challenges associated with candidate reliability, businesses must go beyond traditional resumes and interviews to assess candidates. Incorporating more advanced screening tools, such as behavioral assessments and scenario-based evaluations, can help you better gauge a candidate’s potential fit within your organization.

The goal is to identify potential red flags early in the recruitment process, before candidates are brought on board. Our experience has shown that organizations that invest in more rigorous screening processes tend to see higher conversion rates and longer employee tenure. This proactive approach can help mitigate issues like no-call no-shows and early walk-offs, which have been prevalent since the pandemic.

3. Prioritize Cultural Fit

Cultural fit has always been an important aspect of hiring, but in 2025, it will be more critical than ever. Hiring for cultural fit ensures that employees are not only capable of performing their jobs but also thrive within the organizational environment. Candidates who align with your company’s values, mission, and team dynamics are far more likely to remain engaged and committed in the long term.

To hire for cultural fit, businesses should go beyond assessing technical skills and qualifications. Instead, focus on understanding how a candidate’s values and working style align with your company culture. This can be done through behavioral interview questions, assessments, and even peer interviews. Hiring for cultural fit will not only help reduce turnover but also contribute to a more cohesive, engaged workforce.

4. Invest in Training and Upskilling

As we move into 2025, one of the most effective ways to address hiring challenges is by investing in training and upskilling your existing workforce. Rather than relying solely on external talent pools, companies can focus on developing the skills of their current employees to meet evolving business needs.

This approach not only fills skills gaps but also fosters greater employee loyalty and engagement. When employees feel that their company is invested in their professional development, they are more likely to remain with the organization for the long term. Upskilling can also help businesses remain competitive in an industry that is increasingly adopting new technologies and processes.

5. Leverage Payrolling Services for Flexibility

For businesses looking to reduce risk and turnover in their hiring processes, payrolling services offer a valuable solution. This “try-before-you-buy” approach allows companies to bring on temporary employees while assessing their fit within the organization before making a permanent hiring decision.

By using payrolling services, businesses can mitigate the risk of turnover and avoid the costs associated with making poor hiring decisions. This model provides flexibility, allowing companies to scale their workforce up or down as needed while maintaining a stable and reliable team.

Preparing For The Future Hiring Landscape

As the industrial sector looks toward 2025, businesses must be prepared for a gradual, steady increase in hiring demand. While the immediate pressure to hire may have subsided, the challenges associated with finding and retaining top talent remain. Companies that are proactive in adapting their recruitment strategies—focusing on efficient onboarding, rigorous screening, cultural fit, training, and flexible hiring solutions—will be best positioned to succeed in this evolving landscape.

The time to act is now. As interest rates continue to fall and hiring needs slowly rise, those companies that prepare for the future will be the ones that thrive in 2025. Start refining your hiring strategies today to ensure your organization is ready to meet the challenges of tomorrow’s labor market head-on.

 

5 Ways to Overcome Hiring Slowdown

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Whether you’re an HR professional or a hiring manager, there’s no denying that hiring slowdowns can be a real pain. When high interest rates come into play, the hiring process can become a more difficult task. Investing time now in improving your hiring process and talent pipeline will pay off in the long run. By doing so, you’ll be ready to hit the ground running when the market does turn over again.

In this post, we will share 5 steps to overcome hiring slowdowns that will set you up for success.

1. Gather Info

Staying informed during a hiring slowdown can empower you to navigate this challenging period more effectively. With a comprehensive understanding of the current state of affairs, you’ll be able to rightly identify growth sectors, pinpoint potential opportunities, and adapt your approach accordingly.

The initial step is to gather information, which is crucial for gaining perspective and devising a plan for the present and future. Consider your current actions, the prevailing hiring trends in your industry, and whether other similar companies are also experiencing the same situation. By assessing the current scenario, you can strategize and combat the slowdown effectively.

Gathering information, thus, isn’t just about gaining knowledge; it’s about staying proactive, keeping your spirits high, and creating a strategic roadmap for your future. It’s about transforming a period of uncertainty into a time of potential growth and development.

2. Process Improvement

Now that you’ve ascertained the situation, you can start to develop process improvements. Process improvement becomes incredibly valuable during a hiring slowdown, acting as a catalyst for enhancing efficiency and productivity within the existing workforce. It’s an excellent opportunity to streamline operations, eliminate bottlenecks, and reduce redundancies which ultimately results in cost savings and improved quality.

Begin by conducting a comprehensive audit of the current processes to identify areas of improvement. Follow this up with brainstorming sessions involving key team members for innovative solutions. Once the improved process is designed, implement it in a controlled environment to test its effectiveness. Lastly, gather feedback and make necessary adjustments before rolling it out on a larger scale. Remember, the goal is not just about surviving the slowdown, but thriving amidst it by empowering your workforce to perform at their best. This will also prove beneficial in the future when things pick up again.

3. Invest in Your Team

Upskilling can be an excellent approach to fighting hiring slowdowns. Investing in current employees through training and development will help them stay up to date, become more productive, and prepare them for future job-related developments. This also reduces high turnover as the employees feel valued. By investing in your team, you’ll have a skilled workforce to guide you.

One significant way to invest in your team is by providing regular training sessions. These can be in the form of workshops, seminars, or webinars that enhance their existing skills and introduce them to new ones. Consider bringing in industry experts to share their knowledge or use online learning platforms to facilitate the process.

Cross-training is another excellent way to invest in your employees. It allows team members to understand various job roles within the company, fostering a sense of empathy and teamwork while also expanding their skill set.

Remember, investing in your team is a win-win situation. Your employees gain new skills and opportunities for growth, while the organization benefits from a more knowledgeable and capable workforce.

4. Build a Talent Pipeline

Building a talent pipeline is a strategic approach to overcoming hiring slowdown. It involves cultivating relationships with high-potential candidates for future opportunities, even if there are no current vacancies. By establishing a pool of qualified candidates, hiring managers can speed up the recruitment process when vacancies do occur, mitigating the impact of a hiring slowdown.

Maintain regular communication with potential candidates through social media, career fairs, and networking events. Even if you’re not actively hiring, keep the company’s brand visibility high to attract top talent. Encourage your existing employees to refer potential candidates, as they are often your best advocates.

Developing a robust talent pipeline can significantly ease the pressure caused by a hiring slowdown, equipping you with a ready pool of potential hires when the market bounces back. Remember, planning now will save you valuable time and resources in the future, allowing your business to bounce back quickly post the hiring slowdown.

5. Refine Your Hiring Process

During a hiring slowdown, it’s an excellent opportunity to refine your hiring process. Rather than viewing it as a period of stagnation, you can use this time to make your hiring strategies more efficient and effective. Review the performance of your previous recruitment campaigns, identifying areas of success and places where there’s room for improvement. Consider tightening your timeline from application to hire to keep things running smoothly and efficiently. There is nothing worse to applicants than when the hiring process gets drawn out. Use this time to update your onboarding process to ensure a smooth transition for your new hires. Remember, a slowdown is not a stop – it’s a chance to gear up and improve.

Prepare For the Future

Hiring slowdowns caused by high interest rates are just a phase that every company experiences. These periods are opportunities to improve the recruitment process and invest in current employees, ensuring that the workforce is prepared for any future challenges. You can consider restructuring your budget, and prepare for the future by analyzing what is working now to create strategies that will keep top talent engaged with your organization. Approach this challenge by being positive and proactive; finding new strategies to keep the organization moving forward. Let our knowledgeable team guide you during uncertainty. Check out our services to learn more.

How Fast is Your Hiring Pipeline?

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As companies continue to expand and the job market remains competitive, it’s more important than ever to have an efficient hiring pipeline. The time it takes from posting a job opening to making a final decision can greatly impact your ability to attract top talent and fill critical roles.

But how long should your hiring process really take? Every company is unique and the hiring process can vary greatly depending on the industry, the size of the company, and the role in question. According to an Indeed article, on average the hiring process can take anywhere from 3-6 weeks. This is impacted by factors such as seniority of role, number of applicants, and experience of the hiring manager.

A fast hiring pipeline is an innovative way to improve your recruitment process. Not only does it provide candidates with a seamless and timely experience, but it also ensures that employers find the most qualified individuals for their open positions in no time at all.

In this blog post, we’ll discuss some factors that impact your hiring timeline and how to create a faster, more efficient hiring pipeline.

1. Seniority of Role

When it comes to hiring, the seniority of the role can have a significant impact on the hiring timeline. Roles that require a higher level of skill and experience often take longer to fill than entry-level positions. Why? Well, it’s simple really – with more advanced roles, employers need to take more time to find the right candidate. Finding a candidate who has the skills, experience, and qualifications to excel in a skilled position might take a bit longer, but it’s absolutely worth it in the end. By being patient and thorough in their search, employers can ensure that they’re hiring the best person for the job, which will ultimately benefit both the company and the new employee.

2. Number of Applicants

When an employer decides to hire new talent, the process can be quite overwhelming. One factor that significantly affects the process is the number of applicants who apply for a job. If the employer receives numerous applications, the hiring timeline may increase, leading to more time spent on reviewing resumes, interviewing candidates, and conducting background checks. However, a large number of applicants could also mean that the employer has plenty of options to pick from, leading to potential top-performing hires. As an employer, it is essential to manage the hiring timeline appropriately and take the necessary steps to find the best fit for the company culture and position requirements. Don’t rush the process; instead, stay focused on finding the right talent, leading to long-term success for both the employer and the new hire.

3. Experience of Hiring Manager

Being a hiring manager is not an easy task. It takes a lot of effort, time, and patience to find the right candidate for a job opening. The experience of the hiring manager is crucial in determining the hiring timeline. A hiring manager who has been doing this job for a long time may have developed a streamlined process that can reduce the hiring timeline. On the other hand, a newly appointed hiring manager may take some time to get the hang of things, leading to an increased hiring timeline. However, the experience of a hiring manager can also have a positive impact on the hiring timeline. A seasoned hiring manager may have an extensive network and know how to leverage it to find suitable candidates faster. The experiences of the hiring manager can make all the difference in the hiring timeline, and it is important to recognize the value of their expertise.

4. Communication

No one likes it when a project drags on longer than necessary. That’s why it’s so important to keep everyone informed in the hiring process. There are a few key strategies you can use to make sure everyone stays on task and the project runs smoothly. First, it’s essential to set clear timelines and deadlines from the outset. This helps everyone understand what’s expected of them and creates a sense of urgency that will keep them motivated. Additionally, regular check-ins and progress updates can help keep everyone accountable and make sure no major roadblocks are standing in the way of completion. By following these tips and staying focused on the end goal, you can ensure your project is completed quickly and efficiently.

5. Candidate Experience

As a hiring manager, it’s important to strike just the right balance when it comes to the candidate experience during the hiring timeline. Rushing through the process might seem like the most efficient option, but it can compromise the quality of your hires. On the other hand, taking too long to make a decision can lead to candidates losing interest or accepting another offer. By prioritizing the candidate experience, you can create a positive impression of your company and attract top talent that is invested in your organization’s mission and values. Plus, providing a streamlined and efficient hiring process can elevate your employer brand in the eyes of potential candidates, leading to even more qualified applicants down the line. So, take the time to build relationships with your candidates, communicate regularly, and be transparent about the hiring timeline. In the end, it can pay off in dividends for both your organization and your new hires.

6. Effective Interviews

The interview stage in the hiring process is a critical time to assess not only an applicant’s skills and qualifications but also their behaviors and attitudes. This involves carefully observing an applicant’s actions, reactions, and interactions during the interview process. Careful screening of applicant behavior can offer important insights into how they might perform and behave in their respective roles and within the team or organization.

One way to screen applicant behavior is to structure your interview questions to reveal important behavioral traits. For instance, asking about how they handled past situations can provide a glimpse into their problem-solving skills, adaptability, and ability to handle pressure. You can also ask for examples where they had to show initiative or teamwork, which can also reveal a lot about their working style and interpersonal skills.

Remember, understanding an applicant’s behavior can help predict their future performance, cultural fit, and potential for growth, making it a vital component of an efficient hiring process.

Let’s Work Together

To sum up, maintaining a succinct hiring timeline that is efficient and effective is one of the most important investments an employer can make. A quick and cost-effective pipeline can save a company significant time and money, while allowing them to bring in highly qualified candidates to join their team. It’s essential to create a careful and organized system for recruiting and onboarding so that applicants have a pleasant experience from start to finish. Make sure you are aware of the industry standard practices when it comes to interviewing, testing, background checks and training. With these tips for developing an effective interviews, you can help ensure that each candidate’s recruitment process is as easy as possible. If you are looking for additional ways to optimize your hiring process further, please check out our services. We believe in giving employers more control over their hiring decisions by crafting interview processes specifically designed to get the best talent onboard quickly.

Signs Your Hiring Process Isn’t Working for You

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We don’t go into the hiring process expecting it to fail, but bad hires happen—and they can cost your organization a lot of time and money. If you’ve been struggling to attract the right kind of employee, it might not be their fault. It could be that your hiring process isn’t working for you. Luckily, it’s easy to evaluate your hiring practices and make any necessary adjustments.

Signs your hiring process needs help

  • • High turnover. Didn’t you just do this six months ago? If you’re dealing with a high turnover rate, that’s a clear sign that you’re not finding the right fit for your company and the specific position.
  • • Long hiring times. If your hiring process take months to complete, it’s not necessarily a sign that you have too many great candidates to choose from. Good hiring processes don’t need to be long in order to find quality candidates.
  • • Low or no ROI. Are you spending months looking for a good employee? When you spend a lot of time, money and effort finding the right fit but aren’t successful, that’s another indicator that your hiring process needs to be revisited.
  • • Deficient applicant pools. When interest in the position is lower than you were counting on, it’s a sign that either your job description is lackluster, the compensation isn’t a fit for the type of candidate you’re looking for or that you’re not reaching the type of people you’re hoping to hire.
  • • Frequent withdrawals. Maybe your job description is stellar and you have a lot of qualified candidates to choose from, but they’re frequently withdrawing their interest sometime between the interview and the offer. That’s a sign that your interview process is too onerous. If candidates decline once you’ve made the offer, consider whether it’s compensation, your team or something else that makes you less attractive.
  • • Negative performance reviews. Are you hiring qualified candidates only to find that your managers and supervisors are unhappy with the choices? That indicates there’s a disconnect between your understanding of what they need from an employee versus what they actually want.

How to adjust your hiring process

  • • Evaluate the skills needed for the job. Talk with your management staff to discuss the specific skills they think successful candidates need, and have them articulate why. Decide whether what you’re asking for is a “need” or a “nice to have.”
  • • Revisit your job posting and compensation. Are you offering competitive compensation? We all want a bargain, but you shouldn’t expect to receive the equivalent of quality champagne on a Diet Coke budget. You can also adjust your job posting by asking staff members to review and identify ways to make it more compelling.
  • • Standardize your evaluation. Finally, make a list of what you’re evaluating and how you’ll score candidates—this makes the whole process more objective, and helps you look past personality.

Not attracting the right candidates for your open positions? Contact Award Staffing for help finding and hiring the right candidates for your company.

Temporary Employees and Paid Sick Leave

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Sick leave for all employees, including temporary ones, has been a hot topic for decades. Today, with the coronavirus pandemic, the topic is more important than ever. For employees, paid sick leave can make the difference between paying bills and watching expenses rack up, while many employers are concerned about keeping their businesses afloat. Temporary employees are in an even more vulnerable position, due to the transitory nature of their jobs, many of which do not offer benefits such as sick leave. State, federal and local laws vary, so it’s important to know what your sick leave obligations to your employees might be.

Minnesota sick leave laws

Minnesota doesn’t require employers to provide any kind of sick leave, but they may be required to provide unpaid leave under the federal Family and Medical Leave Act, and Minnesota’s Parental Leave Act. If an employer does choose to provide leave, they are required to perform to the terms in the employment contract, and allow employees to use that leave while caring for themselves, a sick or injured child, spouse, sibling, parents or parents-in-law, stepparent, grandchild or grandparent.

In fact, if an employer provides sick leave to employees, they are also required to allow that employee to take the leave while recovering from or caring for a person who has experienced domestic abuse, stalking or sexual assault.

Any employee who has worked at the company for a year or more, those who worked at least half-time in the last year, or any employer who has more than 21 employees at a job site and/or those who offer personal sick leave to employees are required to comply with the law.

Finally, if the employee has accrued more than 160 hours of paid sick leave, the employer can limit them using their hours to care for a family member—other than a minor child—to 160 hours.

Minneapolis sick leave policy

If your business is located within Minneapolis proper, you are subject to the Minneapolis Safe and Sick Time policy. This policy requires employers with 6 or more employees to provide paid sick leave to their workers and not prevent them from using it. Employees accrue one hour of sick time per 30 hours worked.

Employers also have the option to cap those sick leave hours to 48 hours total per year, and at 80 hours in their “bank.” Employers can increase those numbers, but never decrease them below the minimum standard. This goes into effect after the employee has worked 90 days at the company.

Temporary employees and sick leave

How does all of this work for temporary employees and the employers who use their services? According to the Safe and Sick Time policy, both the staffing agency and the employer are considered “employers” for the purpose of the law, and either or both must provide the required sick leave. However, they are not required to duplicate the benefits. If you’re located outside of Minneapolis, be sure to check local laws to see if there’s something similar in effect.

Award Staffing is here to help you navigate the challenges of staffing. Reach out to us to find temporary employees to staff your business.