In this e-book, we discuss why retailers need to modernize their staffing strategy to support more e-commerce activity, which includes:
Dive deeper into our five solutions for builders who are looking to find skilled tradespeople during a hiring crisis.
While Americans continue to file for unemployment and industries continue to be flattened by the pandemic, the construction industry has had to withstand these challenges as well as some of its own.
According to a U.S. Bureau of Labor Statistics employment report released January 8, construction added 51,000 jobs in December alone. The BLS also reports that overall employment of construction laborers and helpers is projected to grow 5 percent through 2029—faster than the average for all occupations.
For most industries, this would be good news, but for the construction industry, it presents a problem. While there’s an abundance of construction projects and, therefore, construction jobs, finding skilled tradesmen and tradeswomen to fill them is proving difficult. Without these workers, builders can’t take on more projects or, worse yet, any projects. The construction worker shortage also means projects face significant delays, which are expensive to say the least.
So, what’s causing the construction worker shortage? First, there’s that increase in the number of construction projects starting. Also contributing to the shortage is that baby boomers (those born between 1946 and 1964) working in the construction industry are retiring at a record pace. With their level of expertise and experience, their departure leaves a gaping hole. Unfortunately, the number of younger people entering the workforce is smaller—and many of those hold college degrees and have little interest in the skilled trades.
“There’s an impression that construction careers are like a job of last resort, and not a rewarding kind of middle-class career,” Brian Turmail, vice president of strategic initiatives and public affairs at Associated General Contractors of America (AGC), told Bloomberg. “Yet in many respects, they are a lot more rewarding than sitting in some kind of fluorescent-lit cube farm.”
Boosting the number of skilled tradesmen and tradeswomen in the future may require rebranding the entire construction industry. While changing perceptions about the skilled trades will take time, doing so is crucial to alleviate the construction worker shortage—now and in the future.
For the foreseeable future, the construction worker shortage will continue to challenge companies to find construction workers and skilled tradesmen and tradeswomen.
According to a report released in early February by the U.S. Chamber of Commerce, most contractors (83%) continue to report moderate to high levels of difficulty in finding skilled workers. The report also found that 87% of contractors express a moderate to high degree of concern about workers having adequate skill levels, of which 90% say it will stay the same or get worse in the next six months.
This outlook matters because it reinforces the challenges facing companies due to the construction worker shortage. To meet project demand without the proper workforce, they will likely have to force skilled workers to work more, raising costs and potentially leading to worker burnout and possibly even injuries. Projects may be delayed while others could be rejected entirely as companies struggle to meet deadlines. Ultimately, the shortage of skilled tradespeople will lead to lost revenue, too.
Despite this gloomy forecast, the future for construction companies can be brighter as long as the industry works toward finding solutions to the construction worker shortage. With more and more people moving to urban areas, construction projects will continue to grow along with opportunities for skilled tradespeople.
Stemming the construction worker shortage will take a concerted effort within the industry—and beyond. Here are five steps construction leaders can start taking now to attract skilled tradesmen and tradeswomen:
Why do restauranteurs, hoteliers and spa managers alike enlist the partnership of a staffing agency like PeopleReady? See how we support the hospitality industry.
You know your staff is the heart of your hospitality business. Without excellent service at the forefront and behind the scenes, your customers can’t have the positive experience they’re expecting. In an increasingly competitive environment for workers, you’re approaching upcoming events and peak seasons wondering where to find the hospitality team needed to deliver.
Enter staffing companies. Their rising popularity with hospitality-focused businesses is a strong indication that the blend of technology, professional recruiting, and industry expertise meet under the guidance of certain staffing leaders. Hospitality staffing in 2019 means pairing app-based mobile and online on-demand hiring with hundreds of branch locations and dozens of years of insight into temp and gig workers. At least if you choose the right partner.
But why do restauranteurs, hoteliers, and spa-managers alike enlist the partnership of a staffing agency like PeopleReady?
Over the past 30 years, PeopleReady has provided dedicated temporary workforce support in housekeeping, banquet service, events and venues, retail and more.
With so much to see on the lot, speed and efficiency are key for a seamless auto auction experience.
With so much to see on the lot, speed and efficiency are key for a seamless auto auction experience. Here are the top 4 apps to help buyers and sellers get the most out of their auto experience, according to PeopleReady.
The entire economy has been affected by COVID-19. See how businesses in the manufacturing and logistics industry can recover and become stronger than ever.
Every sector of the U.S. economy needed to react to the COVID-19 pandemic, and the manufacturing and logistics industry is no exception.
Most businesses experience seasonal cycles throughout the year. They’re also generally accustomed to variability in consumer preferences and well equipped to handle changing economic conditions. But the state of today’s world is something that no one could have predicted or prepared for.
No matter their size or industry, manufacturing and logistics businesses will see a few notable trends that will shape the industry in the years ahead. Learn how a contingent workforce solves a variety of challenges and keep your business moving forward.
Because certain types of businesses closed temporarily, and others faced unprecedented demand for their goods, many suppliers were severely affected. Despite these uncertainties, manufacturers seemed optimistic about their staffing plans for the rest of 2020 even during the peak of the pandemic, according to a survey by Thomas Insights:
In the coming months, businesses will need to better accommodate workloads and understand when staffing levels may need to be adjusted, as well as identify any roles that need to be repositioned or restructured. They also have an excellent opportunity to determine when and where contingent staff are required.
After a crisis or recession, businesses are typically hesitant to hire permanent staff. Hiring temporary or temp-to-hire workers can be a suitable alternative when they’re unsure about their immediate future and wish to minimize risk.
Retailers have been developing new ways to meet changing consumer demand and calls for safer shopping alternatives, using delivery or pickup options and virtual appointments to ensure safety while still offering convenient access to their products and services. Consumers have turned to e-commerce to fulfill some of their needs throughout this time, allowing retailers to make sales even while brick-and-mortar stores were closed.
In the early stages of the pandemic, consumers turned to online channels to purchase essential items, home furnishings, gifts and more.
The transition to online shopping has increased the workload for the manufacturing and logistics industry, as warehouses and distribution centers are tasked with being more efficient with picking, packing, and sending items to the package carrier.
As online sales continue to grow with no signs of stopping, bringing on contingent or temp-to-hire workers who can work on a short-term basis is key to delivering these items on time. With this additional support, businesses in manufacturing and logistics can scale much more efficiently and be prepared for future growth in e-commerce.
As warehouses and distribution centers face an influx of demand, people are experiencing significant obstacles in finding or maintaining a job, including reduced access to transportation, lack of affordable childcare, and various other reasons that may require them to work on a part-time or temporary basis. With the new realities of schooling and working from home, flexible schedules will be a beneficial alternative for much of your workforce.
Businesses will balance these changes with their own constraints, whether it’s how many employees they can bring back while still observing social distancing rules, or how many employees they can afford after a lengthy shutdown, with the availability of potential staff. Having contingent or temp-to-hire staff is a great benefit whenever they need additional support due to scheduling changes and other disruptions.
If you’re starting a new project with a strict deadline and a tight budget, getting easy access to workers who are ready to step in and who may have performed similar work in the past is an invaluable asset. Many businesses may not be in a position right now to hire long-term employees, and temporary staffing can provide flexibility while keeping operations running smoothly.
To find temporary or temp-to-hire staff for your manufacturing and logistics business, contact PeopleReady today.
The food manufacturing industry is in a state of flux these days. Discover recent trends that may affect your business and see how you can prepare for the future.
The food manufacturing industry is in a state of flux these days, which has only been emphasized by the COVID-19 pandemic. Some trends will likely fade over time, but others are expected to shift how manufacturers approach their operations going forward.
The pandemic and subsequent stay-at-home orders often limited the number of food manufacturing staff on hand, with businesses having to adjust their work schedules and internal procedures to meet new regulations and standards.
Food manufacturers and the retail supply chain have also been greatly affected by changes in consumer preference. Restaurants temporarily closed and people began cooking more at home, which resulted in a considerable spike in sales for canned foods, baking goods, and other essential items. Ordering groceries online has generally been considered a safer alternative to going to a grocery store.
Online grocery stores in the U.S. rose 9 percent month-over-month in June, reaching $7.2 billion, according to the Brick Meets Click/Mercatus Grocery Survey. The survey also found that 13 percent of consumers purchased groceries online for the first time during the pandemic.
Even before the pandemic, busy lifestyles had led to the growth of food service and more convenient ways to consume food. Supermarkets and grocery stores are capitalizing on this trend, adding meal delivery kits and prepackaged options that are quick and convenient for today’s shoppers. These products are perfectly suited for the rise of e-commerce and the increased willingness of consumers to order groceries online.
Throughout 2020, food and beverage has continued to show the most growth of all product categories.
Once the pandemic forced consumers to shop online, many of them were drawn to the convenience and will continue to do so in the future. Millions of first-time grocery ecommerce buyers are entering the market, while many online grocery shoppers are now increasing their orders. The number of U.S. digital grocery buyers is expected to surge 41.9 percent this year to 131.0 million, according to eMarketer.
Source: eMarketer, May 2020
Notes: Ages 14+; digital grocery buyers are defined as internet users who have made at least one grocery order via any digital channel during the calendar year regardless of method of payment or fulfillment; includes grocery delivery and pickup
*Projected.
The ability to be agile is crucial for food and beverage businesses. As customers get more accustomed to online grocery shopping, they will be looking at all aspects of their shopping experience, from the quality of the products to customer service. For food manufacturers, e-grocers, and delivery and logistics providers, that means hiring workers who can help with packaging, picking, sorting, and other similar tasks.
As the digital transformation continues to evolve, food and beverage businesses face a unique set of challenges. Changing customer preferences makes it more difficult to accurately forecast demand. Largely due to the flexibility it provides businesses, hiring on-demand staff can help manufacturers cover gaps in their workforce while creating a pipeline of workers who can help them prepare for the future.
During a time when businesses may be more conservative in their hiring, staffing with on-demand workers provides the opportunity to meet consumer demand while minimizing business risk. As businesses look to improve their product offerings, streamline their operations, and better serve their customers, on-demand staff can provide critical support right now and in the future.
If you’re looking for a staffing partner who understands the unique needs of your food manufacturing business and has a record of success, PeopleReady is here. Contact us today to learn how we can help you meet your staffing needs.
Renewables expert and National Sales Manager Bob Caccia believes there are three major drivers for renewable energy.
You may notice wind turbines and solar farms are sprouting up throughout the United States and around the world. Currently, both industries are growing exponentially faster than traditional fossil fuels and even liquefied natural gas, which is considered a clean fuel.
According to the United States Energy Information Administration, U.S. total annual electricity generation increased from about 6 billion kilowatt (kWh) hours in 2000 to about 300 billion kWh in 2019. USEIA expects the biggest growth to be in the solar sector, which could nearly double its consumption.
There are many reasons for this growth that go beyond tax incentives. Renewables Expert and National Sales Manager Bob Caccia believes three major drivers are at play.
Large corporations are investing and doing what they can to convert from fossil fuels to clean renewable energy.
Wind energy is really playing catch up with solar right now, but both are growing, especially in areas best known for farming. Farmers whose crop prices fluctuate greatly each year can supplement their income with consistent revenue from a few wind turbines or solar farms on their land. This means more farmer can remain in business even when the returns on his farm might not be strong.
As wind turbine prices decrease and land values increase, wind farms have become more practical. At the same time, improvements in technology result in more efficient turbines that rotate more slowly. It’s clearly a recipe for growth.
For companies looking to build renewable energy plants, PeopleReady Skilled Trades is uniquely poised to help. With experience in the industry combined with a hiring model that mitigates risk, we believe we’re exceptionally qualified to partner with builders. Our skilled trades and on-demand laborers understand the work that needs to be done and the safety risks involved working in areas with harsh weather. Our managers understand this from experience but our associates do as well because of the safety training PeopleReady Skilled Trades provides them before they go out on a job.
As attention rises around climate change, we expect renewable clean energy to continue to grow. We continue to watch these trends and stay current on industry standards and products so we can help save the earth and improve our customer’s bottom line.
See some of the biggest takeaways in the staffing industry and learn how you can prepare your workforce and staffing strategy.
There’s plenty to look back on as we prepare for the new year. When it comes to staffing, it’s been a jam-packed 12 months of change, shifting trends, and for some, surprising outcomes. What are some of the biggest takeaways in the staffing industry from 2019? And how can you use them to prepare for your 2020 workforce and hiring strategy?
Patrick Beharelle, TrueBlue CEO, says “Low unemployment coupled with globalization, accelerated technology advancement and evolving work models are creating talent deficits across all skill levels within organizations.” He explains, “The skills supply is not keeping up with demand, which is fueling a greater intensity in an already competitive labor market and adversely impacting productivity, service quality, and revenue growth for business.”
To help combat the labor shortage, 41% of managers plan on raising compensation for entry-level workers while 46% plan to train and hire the long-term unemployed.
The national unemployment rate decreased in November from 3.6% to 3.5%, a minute but important insight. According to the US Bureau of Labor Statistics (BLS), temporary help services added 4,800 jobs in November while temporary staffing penetration rate stayed at 2% with a .02% increase year over year, an average of 50 jobs added per month over the past 12 months.
US initial jobless claims dropped to the lowest levels in seven months at the end of November and total initial jobless claims for the last week of November fell 10,000 from the previous week’s unrevised level to 203,000.
The economic forecast for the US is more optimistic now than three months ago, with an expected growth of 1.7%, according to the UCLA Anderson Forecast. The report notes improved financial conditions, housing, and employment outlook, and relaxing of trade tensions along with a modest improvement in business fixed investment as causes. Still, senior economist David Shulman warns, “Make no mistake, although we have lowered the risk of a recession, the second half of 2020 remains problematic for the economy.”
Trends in the workplace continue to evolve as consumer trends increasingly influence the talent market. There were a number of shifts in workplace consciousness, including:
Diversity and Inclusion: The movement toward increased diversity and inclusion in all aspects continues to gain support and momentum, particularly in the business world. Promotion of conscious inclusion continues to be an important thread championed by some of the largest and most successful companies worldwide, with the Diversity and Inclusion Benchmark Report offering “actionable yardsticks for companies to measure themselves on diversity-related metrics and parameters.”
Changing face of consumers: The U.S. has an aging population with declining household size and for the first time ever, there are five generations in the workforce. To adapt to generation-gaps, businesses need to adapt to offer cross-generational learning and opportunities.
Staffing Swings: There are increase quit rates as employees feel more empowered in their careers. Expectations are higher than ever, for both work-life balance and pay rate, with 25% of millennials expecting a promotion within 12 months. Many employees demand flexibility and meaning within their work, which is one of the causes of the increased demand for remote work. The Global Workplace Analytics and Flexjobs report show a 159% increase in 2017 from 2005.
There has been added focus on keeping temp workers safe, particularly by the Department of Labor (DOL) and the Occupational Safety and Hazards Association (OSHA). As the number of temp workers rises, the importance of keeping this growing workforce safe, compliant, and under regulation is a continued battle for legislators and businesses in a variety of industries.
Tech has infiltrated every aspect of business and industry – and staffing is no exception. With mobile apps, rising gig work and workers, and the majority of things available at your fingertips – we’ve seen the landscape of staffing change dramatically in the past few years. This year, in particular, we’ve seen a boom of growth in job searching and placement apps, like PeopleReady’s JobStack. JobStack allows customers to place and manage orders seamlessly, all through a mobile and desktop application.
JobStack lets customers submit orders and hours, rate workers, and get real-time notifications without the need for direct branch assistance, unless they want it, of course. These features are available at any hour, no matter where the customer is – so gone are the days of worrying about reaching a staffing company last-minute for workforce coverage.
Since JobStack first launched in 2017, there have been over 4.8 million shifts filled through the app with over 68,000 daily associate users. Over 17,000 registered customers turn to the app to find workers – and we’ve seen an increase of 43% of shifts through PeopleReady filled via JobStack.
Out of those shifts, 55% of JobStack dispatches are outside of business hours – ensuring workers 24/7. Not only is the timing of essence when it comes to operations, but also the quality of workers for each particular job. It is crucial customers’ needs are met – and exceeded – when working with their staffing company. The average associate rating on JobStack is 4.3, ensuring only the best workers are at their beck and call.
There has also been an enormous success within our Associate Referral Program, with 14,000 referrals created and nearly 21,000 shifts worked by referred associates. Now that’s a lot of shifts covered by dedicated workers…and we expect to see that number continue to rise as we welcome the new year.
It’s likely impossible to condense a summary of a year in staffing perfectly, with so many industries and variables, but one thing we can surely look forward to is another year of breaking records, working with incredible customers, and putting people to work.
Learn how a contingent workforce may help solve a variety of challenges and keep your business moving toward a successful future.
Amid all the shopping frenzy of peak retail seasons come those last-minute needs: coverage for sick employees, last-minute vacation changes, unfortunate no-shows, and delays due to inclement weather.
To keep your operations running smoothly (and remaining lucrative), how can you ensure each of the crucial tasks gets done at the end of the day? Staffing up for the holidays has always been stressful enough for businesses facing their peak seasons, but now with an increasingly competitive marketplace, they’re seeing more roadblocks in the way of a fully-staffed crew. This is when they’re turning to the expertise and support from staffing partners.
Here are three reason our customers shared about why they decide to partner with a staffing firm to get their work done:
Your HR team is maxed out or you don’t have the time to recruit, review, and onboard new workers, hiring takes time…and hiring well takes experience. Since recruiting trends are continually changing and job seeker expectations in flux, working with a staffing partner—particularly one with national and local expertise—eliminates unnecessary time wading through the learning curve of seasonal hiring.
You’re equipped with the workers you need, instead of sifting through stacks of paperwork and scheduling meetings, they (and you) can get right to work, doing what needs to be done. Not only will a staffing partner handle the ongoing paperwork that comes with employees, but they can also alleviate the stress of payroll and ordering if they offer a mobile and desktop application that allows you to do it all in one place. The more you’re able to do with a streamlined app, the more you’re able to control your time and resources.
If you’re equipped with the support you need, both in terms of your workforce and your staffing partner, you’re able to get a whole lot more done. We’ve seen the curve balls and understand how to supply specifically for your business needs, which means you’re able to quickly and efficiently overcome staffing obstacles that might come up.
Hiring temporary staff to buffer your holiday coverage can be an excellent option, but only if you’re working with the right people to do the job well. PeopleReady has the expertise and presence to take you through the holidays and beyond. See how you can get started for holiday hiring success today and connect with your PeopleReady representative.
When hiring for different roles, it’s helpful to know what type of worker you’re searching for and how they work. So who’s working in today’s gig economy?
From dog walkers, construction laborers, and graphic designers to personal trainers, flaggers, and SEO specialists—the rise of today’s gig economy is undeniable. In a variety of industries, gig workers are generally considered to be anyone performing their work without the oversight of a regular, full-time boss or company. These workers don’t receive regular employee benefits, but operate on a flexible schedule on terms they choose.
The gig workers, the freelancers, the self-employed, the independent contractors, and the temp workers—they might be lumped together in conversation, but there are distinct, nuanced differences between each type of worker.
When hiring for different roles, it’s helpful to know what type of worker you’re searching for and how they work. So who’s working in today’s gig economy?
A freelancer is generally considered to operate largely within the creative industries, with many graphic designers, writers, editors, and photographers owning the freelancer title. A freelancer generally works on a project for an agreed upon fee (which can vary between hourly, by project, or per collateral) and completes to an expected outcome and deadline. Being a freelancer typically indicates they work on a number of projects for different clients at once, actively marketing their skills for new projects or jobs. In most cases, a freelancer will wholly own their time and decide how the work is done and where it is done.
An independent contractor’s functionality is similar to that of a freelancer, but typically works with one client for an extended period of time rather than with multiple clients at once. In many cases, their work requires specific expertise or knowledge base. Independent contractors primarily work for an hourly rate and may do this through a third party, whether a staffing agency or recruiter. However, independent contractors can work on their own and with multiple clients. Both freelancers and independent contractors are responsible for their taxes, insurance and liability.
A contingent/temporary worker largely chooses the jobs or gigs they want to fit their lifestyle and schedule. Temp workers operate in a variety of jobs with varying skill types and levels. They are W-2 employees through a staffing agency or company. Temp workers step in when businesses need help, most likely for short-term roles. Companies will integrate temp workers into their hiring strategy to access a larger talent pool, increase production and agility, scale teams easily and cost-effectively, and to support their permanent staff.
Self-employed individuals earn income directly from their own business, trade, or profession of an employer deciding the wages or salary. A self-employed individual, or solopreneur is their own boss, but cater to the needs of their customers or clients. Another term for this type of worker? Business Owner.
Want more information on different types of workers? Visit the IRS for details. Now that you know the various types of workers, learn how PeopleReady can connect you with the temp workers you need to keep your business running.
PeopleReady specializes in quick and reliable on-demand labor and highly skilled workers. PeopleReady supports a wide range of blue-collar industries, including construction, manufacturing and logistics, waste and recycling, and hospitality. Leveraging its game-changing JobStack platform and 600-plus branch offices across all 50 states, Puerto Rico and Canada, PeopleReady served approximately 98,000 businesses and put more than 490,000 people to work in 2020.
