Warehouse work can be physically demanding, repetitive and challenging. As a result you may experience high staff turnover, high new hire failure rates and low application numbers. The right pre-employment assessment will enable frontline recruiters and hiring managers to reduce new hire turnover as well as make smarter hiring decisions that lead to higher staff productivity.
Not only this, but if assessments are used at the top of the recruitment funnel, they help you identify which candidates to prioritise in the recruiting funnel much more quickly.
ThriveMap has a particular process called ‘Apply to “Hi” in 24 hours’ for warehouse recruitment which involves using assessments to replace the need for hiring manager interviews.
Applicant volumes can be relatively low for entry-level warehouse operative jobs. And finding staff tends to be very competitive. This means that the quicker you can process a candidate from application to offer, the better chance you have of filling jobs with the best talent.
Using assessments as a replacement for the phone screen or in some cases – even the interview, means candidates can apply and know within minutes if they are to be offered a job.
Unlike other industries, assessments for entry-level, frontline warehouse roles can be used to automatically select candidates for the job.
Hiring managers can use the time they would have spent interviewing to onboard and engage new employees in an orientation day.
Recruiters can use the time they would have spent screening candidates on getting more people to apply.
Warehouses and distribution centres are not all the same. For example, some workers use LLOPs (Low Level Order Pickers) to navigate through the warehouse whereas some don’t have this equipment. Some are more involved in matching labels to packages or loading items onto bays. ThriveMap works with innovative companies to create bespoke assessments that model the skills and competencies required to thrive in your unique warehouse environment.
Administering a realistic job assessment approach ensures not only that candidates have the right combination of skills and competencies to thrive, but also that they know what type of working environment they are committing to ahead of joining. Often this involves a combination of judgement based questions to measure basic competencies such as an awareness for health and safety and skills-based questions to measure essential attributes such as attention to detail, navigation or label-matching.
In recent years we’ve seen the emergence of technology-literacy questions to measure whether candidates can cope with operating handheld tech systems. ThriveMap’s approach to this is to typically involve simulating the tasks that people find challenging when in the role and designing realistic scenarios and tasks. This has been proven to be more effective than generic tests at establishing whether candidates will be able to perform the tasks your roles demand.
See how ThriveMap’s expert process, services, and software can elevate your warehouse recruitment.
Combining the most predictive selection methods into one assessment, ThriveMap’s Realistic Job Assessments take candidates through the experience of a working day in the role in your company – giving you and them a better picture of suitability from the outset.
We’re different for the following reasons:
People behave differently in different contexts. Measuring someone’s ability in one environment does not mean they’ll display that ability in another.
Each company is unique. In fact, each role within each company is unique. Someone could perform well in the same job in another company and fail in yours.
Jobs are constantly evolving. Unlike other assessment providers, if something’s not working, you have the power to change it.
We place the candidate in the heart of the story of a typical work day. If they don’t like the sound of the role or culture they can withdraw from the process at any time.
Chris Platts, CEO at ThriveMap explains how to implement a best practice warehouse operative recruitment process.