Going into OT? Think Again.

That phrase has a sports meaning to most of us and conjures up excitement or perhaps dread for our favorite team. When’s the last time any leader of hourly staff took a look at OT/Overtime and had any reaction other than dread? Higher costs, scheduling hassles and wear and tear on your current team, are three big reasons for that feeling.

For most post-pandemic managers, budgeting for OT is now accepted as a reality in weekly operations across their teams. But what if we shifted our perspective?

In his book Think Again-The Power of Knowing What You Don’t Know, Adam Grant makes the case to “think again” about problem solving. Instead of relying on old assumptions about OT being a measure of unfilled shifts, think of it as a measure of time. An open shift represents “open time” needing to be filled and it changes the meaning of OT=Open Time. When you bring speed to the recruiting equation, greater speed to hire = reduced OT.

Reduced OT = ROI for your spend on more efficient recruiting systems, to bring faster results. On average, one OT shift represents $80 in additional wage spend. Saving 10 days from current processes to fill a job using more efficient recruiting = $800 saved per open role. With turnover, and at certain times with two or three openings per role, speed-to-offer equals significant savings every month. Now that’s a reason to be excited!

From matching pre-qualified candidates and providing job-specific interview Q&A modules for candidates to self-record “Anytime Interviews,” ProsperCare exists to help clients win the war for talent with the fastest and most effective experience for all. We eliminate wasted recruiting time for your teams and allow them to spend valuable time focused on their critical responsibilities. The outcome is best practice-driven recruiting and more time spent to increase retention with the right candidate fit, for longer tenure and reduced turnover.