What You Should Know About Talent Management In Your Dc

A recent McKinsey Global Survey, focused on talent management, indicates businesses with effective talent management programs have a better chance than other companies of outperforming competitors and securing new talent.

We’ve seen volumes of articles and posts on “best practices” for hiring. However, in conversations over the past 5 quarters in the distribution space, we’ve seen three primary trends.

  • Go Slow to Go Fast: Organizations that onboard in environments with voice-enabled workflows, especially within our client base, report historically strong results when supervisors do the initial training and then pair the new hires with an experienced user. The transition time is often measured in hours rather than days. New hires regularly achieve “training standards” within the first week and the retention rates are better than historical averages.
  • Millennials and Gen Z Facts: An overwhelming percentage of the workforce for DC-centric positions today are Millennials and Generation Z members. This group was raised with technology. They text rather than call. Anything that seems “old-fashioned” is automatically boring. Voice-enabled workflows look like the Alexa or Google Home device they use (or want to use) today. It’s intuitive and it fits their lifestyle – perfectly. A LinkedIn Study completed in the second half of 2018 said 93% of new employees will stay in a job longer when they feel you (the employer) have invested in their careers.
  • Know your Audience: Digital tools for work play a significant role with prospective employees. With nearly 200 million voice-activated home devices in circulation and nearly 100% smartphone ownership, today’s candidates gravitate to jobs where technology alignment is positive. This workforce doesn’t want to use “old” methods.

Nine out of ten sites we’ve visited this year wrestle with finding people to work in distribution centers and stay long enough to get a positive ROI on the internal training. Understanding the psychology of your applicants and the way technology has molded their perspectives has suddenly become more important than ever.