The Battle for Workers: Why Shift Work Recruitment is Harder Than Ever

From shifting worker expectations post pandemic to supply chain disruptions, employers are fighting an uphill battle to attract the labor force they need to maintain operations. It's important to understand the structural challenges and evolving priorities of a shift based workforce at play; both being instrumental when it comes to shaping an industry leading recruitment strategy.

What is driving your workforce? 

The workforce of today is changing, and changing fast! Shift workers are reevaluating what they want and look for in a job, with several key factors influencing their decision making:

Higher wages - With the cost of living being what it is, workers are demanding a liveable wage; with employers who offer competitive pay finding it substantially easier to both attract and retain the right people. With inflation driving the cost of living higher, wage stagnation has become a key blocker and deal breaker for many workers. Businesses refusing to adjust their pay structure will be the ones losing out to competitors who do.

Flexibility - With remote and hybrid working models surging in popularity post-covid, the demand for flexibility has never been greater. Industries who rely on in-person shift work, such as retail, logistics and manufacturing, are struggling to compete against businesses that offer employees more control over the hours they work; gig based economies like ridersharing (Uber) or food delivery (Postmates) that offer a greater flexibility.

Greater downtime - A phenomenon known as the Great Resignation highlighted the growing trend of workers willing to leave jobs that don’t align with their lifestyles. For many, the prioritization of job satisfaction and personal well-being trumps job security alone. Employers who fail to offer reasonable compensation/ shift flexibility and time off for their employees will suffer from higher turnover rates.

Why are structural challenges making hiring even harder?

In addition to the personal preferences of individual employees, there are broader economic, and demographic considerations contributing to the national hiring crisis:

Ageing workforce - Early (and unexpected) retirement among “baby boomers” is contributing to a rapidly shrinking workforce. This trend saw accelerated growth in the immediate wake of the pandemic, with over 3 million workers exiting the workforce unexpectedly. The number of adults aged 55+ who chose to retire rose from 48% in 2019 to 50% by 2022, contributing to a significant gap in experienced labor.

Immigration decline - Historically, international migration has helped to fill labor shortages, but recent events have raised concerns around filling roles, particularly in sectors that are heavily reliant on migrant labor. This drop in worker availability has industries scrambling to fill roles before it detrimentally impacts supply chains.

What are the unique challenges of shift worker recruitment? 

Shift worker industries have always had to navigate their own unique hurdles but the state of today’s labor market has added a new level of intensity to these issues:

Health & wellness - Shift workers (particularly those working late night) have been linked to higher risks of cardiovascular/gastrointestinal disorders; making the long term retention of shift workers challenging, with many workers seeking jobs with more traditional hours that don’t detrimentally impact their health and wellbeing.

Communication barriers - Many industries that rely on migrant shift workers often include non-native English speakers; making the recruitment and onboarding process more complex, engagement low and turnover increasingly higher.

Juggling multiple jobs - The cost of living crisis, coupled with a living wage disparity has increased the number of shift workers holding multiple jobs in order to make ends meet. This in turn leads to inconsistent availability, increased absenteeism, and fatigue - challenges that make retaining employees ever more difficult.

What is the cost of turnover & shift worker recruitment? 

Employee turnover costs US companies over $1 trillion per year. Enter your company's metrics to calculate your annual turnover rate:

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How can employers adapt their recruitment strategies?

In an effort to remain ahead of the competition, businesses must evolve the way they attract and retain shift workers:

‍Offer competitive compensation - While higher wages remain the most effective strategy for attracting shift workers, don’t overlook the power of additional perks and benefits to remain competitive.

Introduce flexibility in shifts - Rotating shifts and on-demand scheduling can support a healthier work/life balance and make shift based roles (and accompanying unconventional hours) all the more attractive to applicants.

Leverage technology for communication - Modern recruitment platforms, messaging tools and video interviews are helping to overcome language barriers with the help of AI; supporting the onboarding of non-native English speaking applicants who may otherwise be discouraged from roles.

Rethink job requirements - Exploring “fair chance” employment and considering applicants with nontraditional career backgrounds can allow businesses to widen their talent pool significantly by removing unnecessary barriers like college degrees (for positions that have no need for them). 

Prioritize employee wellbeing - Shift work is a demanding career path, and applicants value an employer that considers employee wellbeing. Health benefits, resource availability, transport perks and wellness programs can positively impact retention rates, creating a competitive advantage for hiring.

While the fight for shift workers across the US is more competitive than ever before, businesses that address the ever evolving needs of the modern workforce will maintain the upper hand. By focusing on competitive wages, improved recruitment processes, flexible working arrangements and a healthy work/life balance, businesses will be better placed to attract and retain the best talent that they need to stay successful in the fractious labor market. 

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