If you’re involved in the recruiting and hiring of hourly workers, you know: Gone are the days of “if you post a job, they will apply.” Organizations that hire hourly workers face unprecedented challenges in the wake of an increasingly volatile economy and new worker demands. Knowing that there can be more job openings than job seekers one moment and serious budget and candidate constraints the next, employers are being called to bat for business continuity and asked to elevate their hiring strategies.
The one thing we know for sure about the workforce is that it is always in flux. In September 2021, the quit rate in the leisure and hospitality industry was 6.4%, more than double the national average. Flash forward, and the U.S. Bureau of Labor Statistics predicts that by 2031, 1.9 million jobs will open up in leisure and hospitality — 23.1 % of all projected new jobs.1 These positive expectations do not change the reality that hiring managers across all industries face today; change is imminent, unpredictable, and ongoing. Businesses must prepare for dramatic shifts in the workforce–and know how to manage the changes.
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