5 Truths of the Hourly Workforce, part 3
Effects of the COVID-19 pandemic continue to ripple through society, leaving nearly no aspect immune to some degree of impact. Year 2021 brought the emergence of a new phenomenon: The Great Resignation. People left their jobs in droves, with an all-time high of 4.5 million employees quitting their jobs in November.* Particularly in retail, but in other sectors, the urgent need for employees forced them to look long and hard at job requirements.
Across the US, many organizations are making the choice to remove application prerequisites like degrees, years of experience, background checks and even drug tests. Leveraging learnings from a Sept. 2019 open hiring pilot program where they removed nearly all candidate requirements, retailer The Body Shop found that the “rate of performance-related terminations of people hired in the pilot program has been about the same as the rate among people hired through the routine screening process.”**
These results beg the question: have employers spent too much time focused on the wrong candidate attributes? After all, according to the Harvard Business Review, the idea of hiring for attitude and minimal skills and then training for skill has proven successful in the corporate world.*** Why shouldn’t it apply to those in hourly roles? It can, but it may require a shift of resources and greater focus at onboarding on the part of the employer. This fact highlights the importance of truth #4, adaptation to win the war for talent.
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.