The Great Resignation. COVID-19. A work-from-home revolution. The hiring process has undergone serious changes over the past year. And these changes are going to carry over into the new year.

With a record number of job openings, you’ll need to be on top of this year’s talent acquisition trends to attract (and keep) the best workers. Here’s what to look out for in 2022:

Job hunts are starting…right now

New year, new job? Expect an influx of applications at the start of the year. According to a Harris Poll study, 59% of employed Americans who plan on quitting their job will be looking for work between now and February. And with the “Great Resignation” reporting record quit rates for Americans in 2021, get ready for a record number of candidates as well. It’s expected that there will be 7 million more employed Americans in 2022 than in 2021. 

With the total number of potential applicants growing, so is the number of diverse candidates. Take this opportunity to improve inclusion at your company. Candidates from different backgrounds, such as those who are neurodiverse and veterans entering the workforce, possess different skillsets than traditional job seekers and can give your company a competitive advantage.

The Great Resignation will continue

One of the biggest hiring trends from 2021, the “Big Quit” as some experts call it will continue into 2022. In fact, it’s only picking up speed. A record 34.5 million Americans quit their jobs in 2021, with most resignations happening at the end of the year. It’s more important to invest in recruitment now more than ever: experts predict that almost a quarter of the American workforce plans to resign in the next 12 months.

Younger employees are twice as likely to resign from their jobs in 2022. From creating developmental plans to supporting mental health, learn how you can support younger workers during the pandemic to keep your team intact.

COVID-19 is sticking around

With new variants springing up every year, the pandemic is shaping many current hiring trends. Make employee safety your top priority and check out our webinar on how to navigate vaccine mandates while we wait for the final say from the government on how businesses need to proceed. 

While COVID is disrupting the workplace, keep in mind that it’s also impacting schooling. With more school districts shutting down over staff shortages and increasing infections, offer your workers more flexibility. Learning how to retain parents can help you keep your best employees as two out of every five parents have changed jobs due to the pandemic.

Be ready to hire

With tight competition for the best talent, you want to be ahead of the hiring trends for 2022, not behind. That means you’ll need to be ready to act when you find the best talent. Proactive recruiting is one of the biggest recruitment trends, meaning you’ll have to rely on social platforms, events, and hiring a recruiter to find the most qualified candidates.  

While finding applicants is important, getting them interested in your open positions is crucial. Since the start of the pandemic, workers are prioritizing flexibility more and more. Our research shows that 41% of workers are currently moving, or are considering moving, to a job with more flexible working options like working remotely, choosing their own hours, and forgoing the typical 40-hour workweek. Make sure to highlight the flexible options you provide (or start providing them) to not lose quality applicants.

What’s Adecco doing?

We’re here to help you stay ahead of the hiring trends for 2022. As the holidays are ending, we’re catching qualified workers as they leave their peak season job, expanding our talent database in time for you to fill your open positions. Whether you’re looking for temporary workers or direct hires we’ll help you find the right fit.

How? As the job market evolves, so do we. From grassroots blitzes to partnering with different job boards, we’re working to expand our reach bringing you the best candidates. By leveraging different technologies like our Pay on Demand service, we’re attracting more applicants who are ready to work for you.

It’s also our job to stay up to date on the latest market data and learn what workers are looking for in employment. Check out our monthly jobs report for a breakdown of the hiring practices for your industry/location and our pay rate calculator to make sure you’re offering a competitive salary to be ahead of other businesses.

Ready to be ahead of the current hiring trends? Contact us today to help you find the best talent and make 2022 your best year yet. 

Our services don’t end at finding the right people. At Adecco, we encourage the training of candidates after placement through our Aspire Academy to ensure a perfect fit and encourage employee retention. Check it out and head to our blog for more resources on how to support your workers in 2022 and beyond.

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We’ve heard a lot about the labor crunch in recent months. But there’s another trend developing among America’s workforce. It’s called ghosting coasting, and it’s happening right now. Find out what it is, why people are doing it, and how employers can buck the trend.

What’s ghosting coasting?

There are over a million more positions open in America right now than workers looking to fill them. Increasingly, new hires are working for a few weeks and moving on to catch a better-paid job or the next sign-on incentive. That’s ‘ghosting coasting.’ The trend is especially prevalent in the service industry, but this year, it’s becoming a big problem in manufacturing and other sectors.

Why are people doing it?

Economists have pointed to ‘disincentives’ like expanded unemployment benefits. But there are deeper reasons. In the last 18 months, workers have turned themselves inside out looking after their careers and children at home. They often bore the brunt of the pandemic’s economic burden. Burnout is another factor: Workers are frustrated with what they consider low wages, poor benefits, and difficult working hours. In addition, store and restaurant workers face regular COVID-19 exposure and are often tasked with acting as mask-mandate enforcers.

What can employers do about it?

Avoiding ghosting coasting means getting creative (and honest) about how to recruit, reward, retain, and nurture talent. Here’s what you can do:

Level-up your value proposition

What can you offer your workers beyond paychecks? Reward the value they create by helping them thrive in life and their careers. You can offer valuable training and upskilling opportunities (for free via our Aspire Academy), so they’re working for you and for their future.

Beware bad hires

Backed into a corner, employers are hiring at warp speed. But don’t compromise the integrity of your hiring process. It’s still important to verify and prescreen each candidate, but you can also make sure that outdated internal policies don’t arbitrarily exclude well-qualified candidates, like those who have nontraditional work history or those with a criminal background.

Look after loyal workers

If you need to operate with a skeletal crew, adjust your operating hours accordingly. If you’re not already drafting temporary workers, start now. If you can afford it, consider closing for a day for some much-needed rest and to protect workers from burnout. Even, developing an organizational purpose can help your employees feel valued and motivated.

Shake up incentives

Attendance bonuses. Free food. Longer breaks. Employers need a toolbox of benefits to stay ahead of the curve in the war for talent. Go beyond gimmicks. As the pandemic continues, workers gravitate to employers genuinely invested in their well-being. You can add meaningful benefits and perks, like flexible shifts, daycare stipends, or transportation to and from work.

Get wages right

Our data shows that people are 60% more likely to return to work if the pay rate falls above the 75th percentile. Determining the right wages can be tricky without real-time market data and decades of experience in staffing. That’s why tools like our salary calculator can help you set the proper pay for the workers you need.

Our working world has changed. At Adecco, we can help you develop a tailor-made plan that makes sense for your budget and can be scaled up or down at any point.

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Getting formerly incarcerated individuals back into the workforce is one of the few issues with bipartisan support in our country. Pathways to meaningful work give returning citizens a chance to rebuild their lives, provide for their families, and break the cycle of recidivism. Yet, longstanding stigma means these job seekers face many hurdles to finding employment, even at a time when the US economy has a record 10 million job vacancies. And with 70 million Americans having criminal records (around the same number that holds college degrees) this exclusion is exacerbating our labor crisis and hindering our economic recovery.

The research is clear: employers say that workers with criminal records perform just as well as – or better – than other employees. Many businesses are keen to work with ‘justice-involved’ individuals but don’t know where to start (A recent American Staffing Association webinar examined the issue closely).

At Adecco, we believe there’s a job for everyone. We mine untapped talent pools to match talented people with well-paid, purposeful jobs. Below, learn three steps you can take on your way to becoming a second-chance employer:

Assess applicants on skills

Start by normalizing hiring people with records. Blanket ‘no felons’ policies mean lifelong discrimination against people with prior convictions and lock out great talent. Ask yourself: “Will this particular record impact this candidate’s ability to do this role?” “Are we putting up unnecessary barriers?” Of course, some background checks are vital, from healthcare to early education, to pharmaceuticals, and almost 90% of employers conduct them. But excluding a qualified candidate from, say, a hard-to-fill auto parts assembly vacancy because of a decades-old teenage drug offense can run counter to your business interests. Working with a Adecco can expedite recruitment, screening, and verification and enhance your fill rates, speed-to-hire, and even retention numbers.

Give a hand up

These job seekers face complex problems that make it harder to land work, but employers can make a huge difference. Consider setting up an employee transportation program. Invest in making sure your candidates have the right-sized work clothes ready for their first day. Develop relationships with parole officers, community partnership organizations, and other re-entry agencies. (Many of these groups help candidates with common problems like missing ID papers, unstable housing issues, and set-up funds.) These efforts aren’t necessarily costly, and many government and local grants exist to help employers and candidates with the cost of getting back to work. Check out the Labor Department’s grants page to find vetted community partners, or talk to us for advice tailored to your industry. And with the Adecco Aspire Academy, free upskilling and reskilling qualifications set second-chance hires up for long-term employment success.

Start small

For many business leaders, upending decades-old ‘no felons’ policies can feel fraught with risk, a leap into the unknown. Why not start small and get hands-on experience working with just one or two candidates? Addressing stigmas around second-chance hiring can lead to more positive and inclusive workplaces and enhance your purpose as an organization. More than 650,000 ex-offenders are released from American prisons every year, half your labor force might come from the justice-involved community before you know it; or from overlapping populations like our veterans and the homeless. Don’t underestimate how powerful it can be to give one overlooked person a break. And with peak hiring season just around the corner – and several industries facing wage inflation and unprecedented hiring and retention challenges – what better time to start than now?

In recent years, many of our clients have evolved their hiring practices to include individuals with criminal histories, while addressing their toughest staffing challenges. So, what’s stopping you?

Learn more about how we help American businesses navigate today’s tricky labor environment, especially during peak season. And for more insights on the complex, unfolding issues shaping our working world take a look at our freshly launched research Resetting Normal: Defining The New Era Of Work.

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Wow your new recruits with a thoughtfully structured remote onboarding program that sets them up for success. Read on to learn how to make your new hires feel welcomed, empowered, and included right from the very start – even when you can’t do it in person.

Why is remote onboarding important?

Great onboarding should be a key part of every company’s employer branding, retention, and strategic recruitment strategies. Successful remote onboarding can turbo-charge employee engagement right from the get-go, help new staff be productive more quickly, and minimize the risk of employee churn. With a growing number of Delta variant COVID-19 cases across the country, it has never been more important for employers to reimagine onboarding programs for the virtual or hybrid future.

What does great remote onboarding look like?

Remote onboarding is about making your new hire feel informed, connected, and cared for while giving them the tools and support they need to do their job. Getting it right is a team effort, with a structured strategy for HR, IT, line managers, and team members working seamlessly to deliver a great experience.

Start early

A good onboarding process starts well before the first day. This is especially true in today’s compressed labor market, where an oversupply of jobs means candidates are increasingly ghosting employers. Why not let them know you can’t wait to have them by sending a branded goodie bag before their first day? And have your CEO, department head, or your new start’s immediate team record a video message that makes them feel a part of things from the get-go. New hires starting remotely will be missing out on all those off-the-cuff interactions and in-person lunches that usually help break the ice. You’ll need to get creative and leverage technology to simulate in-person experiences if you’re to set the right tone for your distributed team to hit it off from the start.

Keep it human

All too often, onboarding programs – whether remote or in-person – focus on ramping people up to start delivering, rather than making them feel like a valued new team member. What workplace communities do you have that might interest them? Perhaps a sports club, a women’s chapter, or an ally network for LGBTQ+ employees or people of color? Make it clear that your workplace is somewhere they can be themselves. Be careful to acknowledge that some workers, like parents or people in different time zones, might face additional hurdles around remote working. Like most aspects of finding, recruiting, and retaining employees, a great onboarding program starts with getting to know America’s workers.

Make ‘Day 1’ matter

Ensure that the all-important first day is well-structured, with video conferences scheduled to get to know their manager and new team. A virtual tour of head office, introducing the people they’ll be working with, can help too. Include space for informal, more personal chat, while ensuring that expectations are clear around their job role, working hours, and managing their workload. At the same time, it’s important not to overwhelm them. New hires can quickly feel lost because they’re uncomfortable about bombarding their manager with questions while they’re trying to create a good impression. It’s a good idea to assign a ‘buddy’ who can help with the practical realities, which can be hard to grasp remotely. At the end of the first day, check in on how they’re doing.

Get the technology right

This one should be obvious, but it’s hard to overstate the importance of making sure new hires have the right tech, and are set up with all the software, access rights, and accessories they need. Send out equipment, including detailed how-to-guides, early (remember that deliveries can take longer during the pandemic). Arrange training for your employees around all the apps and systems your teams use. Pay special attention to employees who may need a bit of extra help – especially those who may have been left out of the workforce during the pandemic. As many as 25% of US workers will be using collaboration tools for the first time. Don’t let technology slow them down in contributing their unique strengths.

Up the communication ante

Don’t assume that the communication cadence you designed for in-person onboarding will work virtually. Remote new hires will miss out on so many informal conversations and observations around the office that would have helped them feel their way in those vital first few weeks. You’ll need to communicate more regularly, at carefully planned out milestones, and on a spontaneous, ongoing basis. This way, your new hire will have the interaction they need to keep from blowing off course. Encourage distributed communication by asking other team members to include your new hire in virtual coffee breaks, lunches, or even after-work drinks.

Remote onboarding can be tricky, but with the right strategy and great teamwork you can create an outstanding experience for your new recruits.

Learn more about managing your remote workforce, from keeping your employees engaged to supporting younger employees who may be struggling to start their careers remotely. And you can find more top tips on retaining top talent with our 6 Retention Strategies.

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COVID-19 has upended many of the barriers to remote work. A recent Gallup survey found that seven in 10 US white-collar workers are still working remotely over a year into the pandemic. Most of them say they would like to stay remote, or adopt a hybrid working model, and would consider switching jobs if they were forced to come back to the office full-time.

Delivering an outstanding employee experience that keeps your distributed workforce engaged has never been more crucial. And that means establishing the right guardrails and supports for every employee.

Here are our top tips on managing happy, productive, and successful remote teams:

Don’t let physical distance turn into emotional distance

Successful long-term remote or hybrid working requires effective leadership. Up to 70% of employee engagement can be attributed to managers, while feelings of isolation can reduce performance by up to 20%. The fix can be as simple as making sure your team meets more often. A morning stand-up might be enough when you’re all co-located, but remote workers can easily get out of sync. Incorporating a second brief stand-up in the afternoon can help.

Get creative with technology

These days, great leaders use technology to set the scene for serendipitous encounters between colleagues online. Keep spirits up with innovative new engagement hacks like virtual water coolers, camera filters for virtual party hats, or randomly selected lunch buddies. They can also help promote inclusion, especially for newer or younger team members who haven’t built strong networks yet. Digital awards and certificates and Kudos channels are great ways to celebrate wins and recognize good work virtually. Explore new video messaging and other tools that can offer a more personal method of communication for when calendars won’t line up across distributed geographies.

Share a compelling remote working vision

Most companies haven’t communicated a vision for post-pandemic work to their employees. This lack of clarity about what the future might hold can leave employees feeling stressed, anxious, and even more burnt out. Build a remote/hybrid work playbook, with troubleshooting guidance and direction around future company strategy. If you don’t know something yet, then say you don’t. But don’t leave it to chance, or your employee experience will suffer.

Humanize the remote employee experience

Days spent staring at a screen at home can be exhausting and isolating. Managers can keep up energy levels by injecting a bit of fun into the working day. How about a team stretch during the daily stand-up? Or why not kick-off meetings by introducing potential interrupters, like children, pets, and partners? And, at the end of each busy week, a Friday unplugging ritual can help employees know it’s time to switch off and focus on their away-from-work passions. You can even introduce gamification into your remote workforce.

Reframe the office as the new offsite

The past year’s great work from home experiment taught us that it doesn’t always make sense for workers to travel to the office. Forward-thinking leaders will use this time as an opportunity to strengthen employee culture. This might involve reimagining offices as spaces for increased collaboration, where workers can safely come together to collaborate, learn, socialize, and grow. Providing catering to encourage chance interactions is another proven technique. When the time is right to welcome your people back to the office, read our overview of safe working practices.

Since the beginning of the pandemic, we have worked with customers to navigate remote workforce solutions, including how to onboard new hires remotely.

For more insights on delivering a great remote employee experience, download the recent whitepaper on How to make remote work, work for everyone from our parent company, The Adecco Group. And join us for ‘Resetting Normal,’ an online panel discussion on how our working world is changing, on September the 2nd at 8:30 ET? Register here to attend.

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With the jobs market tighter than ever, it’s no secret that workers are demanding ever-higher salaries and benefits. Employers are tripping over themselves to sweeten incentives to lure new employees and retain existing ones. From McDonald’s paying candidates $50 just to show up for an interview, to JBC paying for college degrees for workers and their children.

After a year of financial turmoil, it’s not hard to see why. According to PwC’s employee financial wellness survey, 63% of American employees say that their financial stress has increased since the pandemic. Their household incomes have dropped, they struggle to pay monthly expenses, and they’re twice as likely to have used a payday loan or advance in the past year. Moreover, Bankrate’s Financial Security Index found that fewer than 4 in 10 US adults have enough savings to cover a four-figure emergency room visit or car repair. This struggle to make ends meet leaves employees stressed, distracted, or even absent from work. And – unsurprisingly – more prone to leaving.

Many employers face a limit on the financial perks they can offer, so we are stepping up to help them provide something that closely aligns with the realities of how employees spend their money: earned wage access.

On-demand pay benefits for workers

This innovative new payment tool, now offered by Adecco, allows employees to withdraw their tax-adjusted pay as they earn it. It helps us do right by workers: safeguarding them from predatory lenders and supporting their all-round financial well-being.

On-demand pay empowers workers, especially hourly or low income workers, with the tools to control their finances when emergencies or unexpected bills come up. Crucially, it isn’t a loan with interest rates for the employee. It just allows them to access a part of their wages before their official payday, which, for many workers, can be the difference between financial peace of mind and financial meltdown. Funds can be delivered by cash, card, or into a bank account with full transparency over real-time balances (Employees can even automatically direct money to rent and savings).

In this tough labor market, on-demand pay is a great differentiator for attraction and retention, enhancing the employer brand and culture. At Adecco, employees using our on-demand payroll solution have 14% better retention figures than the rest. Absenteeism stats have improved, too. And it’s all taken care of simply and cheaply, with our partner DailyPay managing all the processing and administration, ensuring compliance with payroll and taxation laws, across the US.

The bottom line? As the jobs market gets more competitive, making employers wait around until the end of the month to access money they’ve already earned just won’t cut it anymore. On-demand pay is one simple, low-cost, high yield solution that delivers for your business – and your employees.

Learn more about the staffing tools and solutions we offer employers, and see how we can make them work for your business, too.

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Despite all the talk of automation eating up jobs, US manufacturing is expected to have 2.1 million unfilled vacancies by 2030. At the same time, pandemic-driven market fluctuations and supply chain disturbances mean that more and more companies are opening up well-paid, purposeful jobs for American workers.

To seize these opportunities, manufacturers need to start creating new career paths today. That begins with carefully mapping current and future skills requirements, from today’s blue-collar workers to the engineers and data scientists driving manufacturing’s digital future. And that means reskilling and reemploying their workforces, fast. Here’s our lowdown on how to do just that:

Cultivate highly transferable skills to make your workforce ‘disruption proof’

The pandemic hit some sub-sectors of manufacturing harder than others. For example, we saw demand surges for firms dealing in fitness gear, sanitization, and air filtration, and sharp downturns for commercial aerospace or heavy equipment. So how can manufacturers stay nimble and ready to pivot their offering in line with future market lunges? Well, across sub-sectors, today’s manufacturing jobs are increasingly high-tech, blending traditional competencies like welding and machining with cutting-edge digital know-how. That’s why we recommend building standardized skills around lean manufacturing, continuous improvement, and quality control, in addition to disruptive manufacturing technologies, from AI and wearable tech, to 3D printing, robotics, and virtual reality. Technology holds the key to building a disruption-proof workforce – even for hiring. We harness AI and data-driven solutions to help our manufacturing customers solve their staffing problems.

Tap into skills from non-traditional talent pools

Manufacturers must move faster to foster more inclusive workforces if they are to close the skills gap. Upskilling multiple generational segments of the workforce is just one compelling opportunity. The U.S. Bureau of Labor Statistics projects that around 25% of America’s workers will be age 55 and older by 2026, yet only 3.3% of all apprentices were over 50. The reality of America’s ageing workforce demands that manufacturers embrace up-skilling or re-skilling older workers, especially through apprenticeships, if they are to have a sustainable talent strategy.

Reskilling workers from other sectors is other great source of new people and competencies, with 16% of new hires in US manufacturing already coming from outside the sector, according to PwC research. Hundreds of thousands of people in occupations like catering or travel were left out of work by the pandemic and could be re-skilled for in-demand manufacturing roles like welding, machining, and fabrication. And in our article on upskilling and reskilling for the top competencies in the post-Covid era, we argue that customer service, emotional intelligence, and other softer skills can be highly valuable – and transfer seamlessly – across sectors.

Offer meaningful, long-term training and development

Upskilling comes in many shapes and sizes. From on-the-job training to formal certifications, embracing creative solutions can enhance your talent pool while boosting retention. Employers won’t necessarily have to bear the financial burden of upskilling alone. Working with us means access to many U.S. Department of Labor registered apprenticeships supported by the Adecco Foundation. It’s crucial to maintain career-boosting upskilling opportunities even in the face of the operational difficulties caused by ongoing COVID restrictions. Read how we partnered with a Georgia manufacturer to deliver a creative upskilling solution to plug a skills shortfall at the height of the pandemic last year.

At Adecco, we are passionate about addressing America’s skills gap, and creating greater economic opportunity for all American workers. Among employment agencies, we have the biggest candidate database in the country. Learn how we help some of America’s biggest manufacturers redeploy and reskill key talent.

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When the pandemic forced workers out of their offices and into their homes, younger workers – ‘digital natives’ with superior tech skills – seemed best-placed to cope. But over a year into the pandemic, younger workers report being more stressed, less productive, and more isolated: and they’re finding it more difficult to progress in their careers.  Unsurprisingly, they are also among the most likely to look forward to getting back into the office, at least for some of the time, post-pandemic.

More than half of the nation’s total population are now millennials, Gen Z or younger, so employers need to take urgent action to keep younger employees engaged. 

Here are three steps employers can take to help younger workers do their best work, whether they’re fully or hybrid remote:

1. Help them create a functional home office

One of the most basic but important things employers can do is make sure their workers have a decent home office set-up. When the pandemic first struck, many workers enjoyed the novelty of working on the sofa, at the coffee table, or even while propped up in bed. That soon subsided as home working dragged on, and workers found that those very conveniences, over time, were leading to crippling back pain.

Often younger workers don’t have the means to build an ergonomically safe home office without support from their employer. Our research shows the battle for good candidates has never been more competitive, so employers should consider providing – or at least helping to pay for – adjustable desks, chairs, and monitors for remote workers. Being comfortable at work can have a significant impact on productivity, this one should be an easy win for employers looking to keep younger employees throughout and beyond the pandemic.

2. Make sure employees have space to grow

According to Springtide Research, 86% of young people say it is important that their supervisors offer them opportunities to grow. Yet, many younger workers feel they are missing out on the chance encounters, watercooler conversations, and lunch meetings that helped their older colleagues build great workplace relationships or secure career-advancing opportunities back in their day.

Access to formal and informal training can support their growth (and improve employee retention, according to our recent white paper). Employers can help by making sure there are regular online and in-person opportunities for younger employees to feel connected to their immediate team, and to network and build meaningful connections across the company. That could be hosting informal, cameras-on virtual coffees or outdoor offsite events, or it can more operational such as increasing the frequency of team stand-up meetings. The important thing is to keep young workers connected, visible, and – most importantly – included. 

3. Look after their mental health

Over half of American workers have reported suffering from mental health issues since the Covid outbreak started. This ‘mental health pandemic’ is even worse among younger adults, who are more susceptible to financial stressors. While many are parents of young children, others in the younger cohorts are single and spend entire days alone at home, leaving them feeling isolated and unsupported.

So, what can employers do? The most important thing is to normalize talking about mental health issues and create safe online and in-person spaces for these conversations to happen. Employers should consider investing in paid-for access to mental health resources for their workers and encourage employees to use them without fear of stigma. Immediate supervisors play a crucial role here, as they can watch for any signs of psychological distress.

At the same time, leaders should role-model work-life balance and create a culture of ensuring adequate breaks and downtime, even when working from home. In addition, managers should invest serious time getting to know their young workers, especially if many have been onboarded remotely and missed out on the opportunity to build strong relationships with their team

For more insights from Adecco on how our working world is changing – and to learn more about keeping your workers included and engaged on the journey – why not join us for ‘Resetting Normal,’ an online panel discussion on September the 2nd at 8.30 ET? You can register for the event here.

At Adecco, we’re experts in helping employers like you navigate all aspects of today’s tricky employment and economic environment. To learn more about how we can help your business thrive, click here!

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Employers across the country are in a fierce fight to attract temporary workers. To make sure your job offers entice the candidates you need, you must appeal to their unique, individual needs. We take a look at the top-three drivers for today’s candidates – based on a recent staffing industry survey – and explain how you can build a winning package that resonates with your target temps.

#1. Pay rate

Across the board, pay remains the most important criteria for temporary workers, with a definitive 90% putting it among their top-three decision criteria. Of course, few employers can afford to raise pay rates continuously, but there are many creative ways to boost the financial appeal of job offers. Have you thought about offering employees instant access to wages? Or paying out an attendance bonus weekly (or even daily)? When it comes to base pay, our free, real-time 2021 payrate calculator can help you get your offer right the first time.

#2. Location

Nearly two-thirds of all respondents (63%) cited this, but there were big differences in the opinions of certain types of workers. Generally, the higher up a worker was on the pay scale, the less they tended to care about the location. (A trend that’s likely to continue as white-collar workers work remotely, post-Covid.) On the other hand, workers in occupations like production and healthcare were the most likely to care about location, perhaps because they don’t want to travel far for late-night or early morning shifts. This means employers must carefully target outreach for those jobs on a geographic basis. At Adecco, we go to great lengths to make sure the right workers see the right job ads – with the right messaging – from hosting localized in-person and online job events, to sophisticated geo-demographic targeting on social media. The result? More applies and faster fills for our clients.

#3. Working conditions/culture

Across the spectrum, 54% of workers – from knowledge workers to healthcare practitioners – put this in their top-three. Perhaps unsurprisingly in the current pandemic environment, production workers (59%) were the group who found this factor particularly important

We advise clients on tools and strategies to improve workplace safety, particularly during Covid. If you’re an employer, you should regularly ask yourself: Can we make this job cleaner, safer, and easier? Can we relieve our workers of tedious and strenuous tasks with increased automation and ergonomics controls? If you are committed to worker safety and a great workplace culture, the word will soon get out. You’ll find it easier to attract much-needed temp staffers and enhance employee retention along the way.

According to the SIA survey, the other most important criteria for temp workers included: ‘work/life balance’ (43%); ‘close skills match’ (34%); and training offered (9%), but – again – with big variations between worker groups.

So, in a nutshell, how can employers better appeal to temporary job candidates?

Employers can dramatically increase success rates when hiring in-demand temporary workers: Segment your target candidates into different demographic and occupational groups, and then tailor offers to align with their unique drivers.

For more Adecco insights on attracting temporary workers, read our article on holiday hiring, our two-part series on winning the battle for candidates, and our white paper on seasonal hiring. Visit our Employer Resources section for more helpful insights, and contact us if you have any staffing needs.

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These days, retailers aren’t just in battle for consumer dollars. They’re going to war for seasonal workers. Job seekers have enormous choice and that puts employers under pressure to hire the best temporary staff as early as possible. Just consider that last year, Amazon went on a hiring spree to recruit 100,000 seasonal workers for processing holiday orders.

Many industry players pull in the bulk of their annual profit in the last quarter, so adequate staffing during this time can make the difference between a successful year and a disastrous one. While the war for good workers has never been tougher, pent-up demand and projections of a new ‘roaring twenties’ economy means rich pickings are in store for retailers who get it right.

Read on for our five tips for seasonal hiring success:

Tip 1: Above all, start early!

It’s not enough just to put a few ads out for seasonal labor a month or so before you need your workers to start. You’ll need to be systematic about which types of workers you’re targeting. And don’t forget – COVID-19 has changed the very nature of peak period planning, from ‘back-to-school’ to potentially another virtual Christmas. At Adecco, we are experts in quickly mobilizing huge numbers of temporary staff and our recruiters will act decisively to secure the holiday talent you need.

Tip 2: Understand the complex dynamics of today’s market

According to McKinsey, COVID-19 catapulted the retail industry through 10 years’ worth of change in 90 days. Many retailers were forced to lay off sizable chunks of their workforces. At the same time, stimulus checks, an oversupply of jobs and a hesitant U.S. workforce has sent wages and benefits soaring. But there are opportunities for employers, too. Hundreds of thousands of people were left out of work in other sectors, and they can potentially be re-deployed and inject some diversity of thinking into your workforce. Working with a top staffing partner can help you stay creative in attracting the right workers with the right offer thanks to resources like our free payrate calculator.

Tip 3: Don’t underestimate the administrative burden

Seasonal hiring helps you scale your teams without overburdening your permanent staff. But vetting applicants, scheduling interviews and processing hiring paperwork takes considerable time and resources. This means diverting your core team – from HR and recruitment, to finance to corporate counsel – away from your regular business for weeks at a time. What’s more, uncertainties around stimulus support, lockdowns and ever-shifting regulations make operational planning difficult. Learn more from this case study about how we rapidly deployed workers when our retail client needed an urgent ramp-up.

Tip 4: Allay COVID-19 fears through meticulous safety protocols

Recent research suggests that candidates are still facing tough decisions when it comes to returning to work, with millions citing COVID-19 fears. To create a workplace where everyone feels safe, we have produced a range of resources to help you keep your people infection-free during the ongoing pandemic. You can also access our specialized staffing offerings like temperature takers, or visit our business continuity page, designed to reassure our clients and associates of our ongoing commitment throughout the pandemic.

Tip 5: Take the load off permanent staff

Now, more than ever, employers need to protect their current staff. Work-related mental health issues and physical health problems are on the rise. Do employers really want to keep pressing permanent associates to deal with exponential increases in throughput, with all the stress and physical strain that entails? Do they want to burden their finance and HR teams with the relentless uptick in volumes that comes with holiday time? At Adecco, we can help you lighten the load on your staff, while building a healthy workplace culture and – as a bonus – help you boost your retention stats, too.

To learn more about how we can help your business meet even the most challenging peak period staffing demands, download our Seasonal Hiring white paper. 

Visit our Employer Resources section for more helpful insights, and contact us if you have any staffing needs.

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The post Seasonal staffing in retail and ecommerce: 5 steps to holiday hiring success appeared first on Paragon Strategic Staffing.