My experience recruiting for production and warehouse employees has mostly been focused in the CPG and chemical industries. I have successfully reduced voluntary turnover by over 70% in one year, reduced fill time by over 50% for key roles, and increased employee engagement.
I have successfully reduced turnover and fill time by moving towards a competency based interviewing model, implemented an online hiring assessment, and improving our 30/60/90 day performance review process. Other initiatives that contributed to this success were:
* Community Outreach day
* Quarterly Hiring Events
* Implemented a facility tour and a multi-disciplinary management interview for every production requisition
Below is an interview guide that I created after reinventing the entire interview process. Competencies were selected by the operations leadership team, agreed upon by front line supervisors, and questions were generated for each competency. The result was a more effective interview screening for cultural fit which yielded an improvement in quality of hire and the retention of employees in their first year of employment.
In addition to improving fill time, quality of hire, and retention, I have also supported the operations teams create a progression ladder for all positions. The progression ladder resulted in creating various levels of operators, establish clear milestones that had to be accomplished to move up a level, and a compensation philosophy that rewarded employees for their knowledge and performance.