New Research Paper from Deploy Solutions

ìChange, Challenge and Opportunities in Hiring the Hourly Workforce,î a new research report, gives employers tips to attract hourly employees and reduce turnover.

The best employees ultimately make up the best companies, and yet many companies still need a better system to help find and retain their hourly talent. Thatís the bottom line of ìChange, Challenge and Opportunities in Hiring the Hourly Workforce,î a new research report from Deploy Solutions, the premier provider of talent management solutions for market-leading corporations, and Mel Kleiman of Humetrics, Inc.

The report has been released to give employers information on how to attract, hire, and retain hourly employees, which make up nearly 70% of todayís 133.9 million workers in America. It can be downloaded from the Deploy Knowledge Center, located at www.deploy.com/kc.

It also explores how the most successful service companies are keenly aware of their job requirements, know precisely the type of employee they are seeking, and invest in the tools to promote better fits between employees and their jobs. Yet many companies still focus their energies on traditional means -- finding individuals who are unemployed and available to work, rather than top performers who are already working but desire a better job. The report also delves into pre-screening and assessments of candidates, accepting applications from multiple channels, timely processing of tax credits, and automating the recruiting and hiring process by through adoption of Hourly Hiring Management Systems.

ìThis paper covers the most up-to-date practices of hiring hourly employees, hitting on key technologies and management trends,î explained Deirdre Aubuchon, Chief Operating Officer for Deploy. ìThe methodology behind hourly hiring has shifted, which makes this whitepaper a valuable and timely resource for HR and operations professionals.î

Since 90% of a companyís best hourly employees could leave tomorrow and find a job making more money, decreasing turnover and increasing productivity are obvious cost savings resulting from better quality hires. The Institute for Retail Excellence estimates that turnover averages range from 52% for front line hotel and motel employees to over 200% in fast food chains.

The Institute also estimates costs associated with separation, replacement, training, and lost opportunity can range from $7,606 per employee in restaurants to $9,428 per employee in retail. A 5,000 employee company with 100% turnover and average turnover cost per employee of $8,500 will realize more than $4 million in annual savings with a conservative 10% improvement in retention. Despite such compelling evidence, Kleiman argues that most companies are stuck in a reactive hiring mode, and he lays out steps and ideas for employers to take a proactive approach.

To learn more, the paper can be downloaded from www.deploy.com/kc along with a complimentary automation spec sheet tool.