People with the right job skills for your warehouse may not already work in a warehouse. They might be office managers, bartenders, auto mechanics, community college students, or something else altogether.
Risk management expert David Leng has tips for sourcing better job applicants:
- Ask HR and marketing to work together on job ads
- Use an employee referral program
- Promote from within as a motivator for everyone
How Do You Know Who to Hire?
Be thorough, track applicants throughout the process, and keep your eyes open:
Loyalty should be valued. Avoid workers who change jobs frequently. Give full consideration to workers with a disability or other hindrance to finding another job — as Leng says, they may actually miss work less and work harder.
Character matters when you need hard workers, self-starters, and team players. Conduct personality tests and other assessments.
Insight from current employees helps hiring managers to understand who will be a good fit for each position.
Get More Out of Existing Employees
The expense of hiring — HR, training, payroll — makes it very attractive to get more out of current employees. You can rely on overtime and even less-skilled temporary workers if you provide the right tools to maintain energy levels, morale, and job performance.
Industrial tugs that remove physical strain can let your best warehouse employees get more done, with fewer injuries and lost work time. It’s more cost-effective to outfit your workers with ergonomic tools like industrial tugs than to add additional employees to an injury-prone job involving manual labor.