How is frontline recruiting changing? Top trends for 2024


Sponsored by Emi

As the backbone of the lockdown economy, frontline workers have taken center stage during the pandemic. For some individuals, the increased visibility led to better benefits And higher wages. However, for organizations that rely on this type of talent, frontline recruiting continues to feel like looking for a needle in an ever-moving haystack.

And how big exactly is that haystack, right? Some estimates say frontline workers represent 70-80% of the global workforce. That’s a whopping 2.7 billion people working in a wide range of labor-intensive industries: healthcare, construction, manufacturing, food service, retail and beyond.

So it’s clear that the demand is huge. And with notorious high turnover rates In frontline jobs, the constant need for talent is relentless.

Inside modern frontline recruitment

No wonder employers are turning to technology for a competitive advantage! But first-line talent recruitment is not a generic process. Given this reality, how do you know what kind of solution will really improve your hiring results? And how should you actually measure success?

To answer these questions and more, I explore key issues and opportunities with a recruitment technology pioneer on this #WorkTrends podcast…

Meet our guest: Mateo Cavasotto

Mateo Cavasotto is co-founder and CEO of Emi Labs, an innovative recruiting platform that helps employers hire better talent faster – at scale. Mateo is a smart, passionate entrepreneur who is committed to making the recruitment process more efficient and effective for everyone involved.

Today’s discussion is especially interesting as we explore key findings from an in-depth study that Emi recently published: 2024 Frontline Recruiting Benchmarks for Talent Acquisition Leaders – which is free for everyone to download.

Check out these highlights for a taste of our conversation…

Defining the meaning of ‘front line’

Welcome, Mateo. Why don’t we start by clarifying the term ‘frontline worker’?

Absolutely yes. In our view, anyone who does not work behind a desk is a frontline worker. This applies to more than 50% of the U.S. workforce across industries such as manufacturing, hospitality, healthcare, restaurants, retail, and many other segments. Unlike knowledge workers, these people do not sit in front of a computer all day. They therefore deal with technology very differently than knowledge workers.

Why first-line recruitment insights are important

Although these workers represent the majority of the workforce, they are often overlooked by data. They deserve champions who say, “I understand you.” Is that the purpose of your frontline recruitment report?

Yes, frontline workers are important. They deserve attention. But they are also of strategic importance for the activities of many companies. It is therefore in the interest of every employer to get to know these people better.

Recruitment roadblocks

What does your research reveal about the barriers that prevent employers from finding front-line talent?

First of all, we know that the market is fiercely competitive. We are currently talking about 8 million open vacancies, with 6.5 million people actively looking for work. That’s a challenge.

Furthermore, candidates have different expectations, even across generations.

For example 54% of Gen Z job seekers will not complete a request if the technology is outdated or not meet them on their terms. And among millennials40% expect to use social media as a primary source of information when looking for a job.

Every company has its own way of thinking about where candidates should look for a job. But the truth is that we need to understand their behavior and not try to force our ideas on them.

Keys to success in frontline recruitment

Right. The more we know about potential candidates, the better…

Yes absolutely. A one-size-fits-all approach is not the best solution for recruitment technology. But finding the answer is also a challenge, because there are many different tools, processes and experts.

Moreover, every industry is different. For example, retail and manufacturing companies need frontline workers, but the specifics differ in how they recruit and interview candidates.

So when choosing technology, it’s important to be specific about how you’ll implement it. Your recruiters and candidates behave a certain way, while your hiring managers and operations team have their own needs. Recognizing and responding to these differences can help overcome these roadblocks.

Choose relevant tools

What criteria can employers expect from a first-line recruitment platform?

Well, our tools focus on three categories that support our vision of a great workplace with a positive employee experience. That includes communication, culture and team efficiency. And it all comes together with processes and moments that matter to employees. And those moments start with onboarding.


Would you like more insights?

Get your free copy of the Emi research report:
2024 Frontline Recruiting Benchmarks for Talent Acquisition Leaders


Listen to this full #WorkTrends episode

Tune Apple podcastson Spotify, or wherever you listen to podcasts. And while you’re there, make sure you subscribe so you don’t miss future episodes.

Want to continue this conversation on social media? Follow TalentCulture or use our #WorkTrends hashtag anytime Tweet, LinkedInAnd Instagram. Let’s talk!





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