<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=405372013216246&amp;ev=PageView&amp;noscript=1">
recruiting pieces.jpg

Recruiting for Low-Skilled Jobs: A Five Part Series

Kwantek Team

Recruiting for Low-Skilled Jobs: A Five Part Series

For 15 years, Kwantek has served the recruiting needs of thousands of companies across the nation. Most of our clients have a need to fill low-paying, hourly jobs. They use our applicant tracking software to post these jobs en masse across multiple job boards and take advantage of our seamless onboarding process once hired.

A natural byproduct of having these types of low-skill jobs is poor employee retention. After monitoring the pre and post-hire process for over 1,000,000 security and building services jobs, we’ve been able to identify three critical pieces of data for these industries that directly correlate retention back to the interview process:

1) 50% of scheduled interviews for low-paying, hourly jobs will ever show up for the interview.

2) Over 90% of interviewees are offered jobs in the interview process.

3) Over 40% of new hires make it past 30 days of employment.

In this five-part blog series, we will discuss the critical stages of the pre-hire process and how you can make simple adjustments that will help you reduce your retention rate.

In the first blog of the series, we will explain a counter-intuitive way to handle your in-person interviews to make your applicants feel appreciated and empowered. Most importantly, it will help them gain trust in your company and your people, which will inevitably help you improve retention.

You’re not going to want to miss it! If you want to receive email alerts for this five-part series, scroll to the bottom of the page to subscribe to our blog.

 

Share This Article
   

More Posts

New Call-to-action
Recruiting Brief

Connected With Industry Leaders

indeed logo.png
jobtarget logo.png
teamsoftware logo.png
efficienthire logo.png
bscai logo.png
issa logo.png
calsaga logo.png