5 Truths of the Hourly Workforce, part 2

Truth #2: Hiring Requires Resilience

Every hourly employer knows this experience: an employee reaches out, asking for a time to meet. They sit (or stand) in person and begin sharing some of the reasons their role isn’t working for them. They air frustrations and, perhaps, offer words about the leadership they’ve experienced. Eventually, they share the news: they’re resigning. That’s the best case scenario. Most often, they simply stop showing up. Now the organization must begin the arduous process of recruitment–the hamster wheel starts again.

No matter how many times it’s been done, or what efficiencies have been established, the painstaking reality of the recruitment process persists. Winning the recruiting war starts with overcoming the average application abandonment rate of 80%.* If successful, employers still have much at risk. ERE Media suggests that hiring and training an $8/hour employee can cost a company over $4,000.**

From start to finish, recruiting hourly workers is taxing and challenging to scale. Employers have to manage several applicants at one time: schedule screening calls, follow-up interviews and . Plus the time and effort required to onboard, train, and more. The question of how to simplify and standardize recruitment becomes crucial. That brings in hourly workforce truth #3: someone’s experience (or lack of) may not be the full indication of their ability. The key is knowing how much is the right amount?

ProsperCare has proven that speed equals trust from “apply-to-offer” for high volume hiring. Its solutions and services reduce process friction to yield instant candidate matches to interviews. ProsperCare buys time for employers to focus on engagement with their teams, to promote career pathing and to reduce turnover.