HIRING ISN’T KEEPING PACE.
When hiring stalls, the pressure lands on your operation.
Identifying where things break down helps you focus on what to change.
| YOUR CHALLENGE | HOW TO ADDRESS IT | VIP MODEL TO EXPLORE |
|---|---|---|
| Candidates aren’t the right fit. Interviews take time but don’t produce hires. | Use live interviews to probe real work experience, validate qualifications, and explore how candidates handle situations they’ll face on your floor. | Pipeline Engine Source & Screen |
| Too few qualified candidates. Open roles stay open. | Target, source and build relationships with people who fit your roles. Keep that pipeline engaged so each opening doesn’t mean starting from scratch. | |
| People accept—but don’t show up. Your shift starts short. | Establish multiple touchpoints from candidate submittal through the end of Day One. Probe for hesitation and obstacles that could lead to a missed start. | Ready-to-Run Source, Screen & Start |
| New hires leave in the first week. Your team keeps starting over. | Keep feedback flowing between supervisors and new hires from the start. Clarify expectations, discuss ramp-up progress, and surface concerns before they become reasons to leave. | |
| Workers need more coaching. Performance issues keep resurfacing. | Provide onsite supervisory support to explain what needs to change, coach workers through it, and follow up on progress. | Fully Managed Ongoing Workforce Management |
| Supervisors are stretched thin. Attendance calls and staffing issues consume their day. | Assign daily workforce coordination, attendance management, and employee follow-up to a dedicated point person, giving supervisors more time to run the floor. |