If you are an employer with a predominantly hourly workforce, the past two years have been unprecedented – and painful. During the past year alone, a record number of workers quit their jobs while businesses had more positions to fill than ever before.

For example, as recently as December 2021, 4.3% million Americans left their jobs, down slightly from the record 4.5 million in November, according to the Bureau of Labor Statistics (BLS).

There is no getting around it, that dramatic quit rate signals how confident Americans feel about their job prospects.

Today, job openings abound, as the BLS data reveals that the number of job openings stood at 10.9 million on the last business day of December 2021 – slightly higher than November’s tally and still within striking distance of the July 2021 all-time high of more than 11 million openings. By comparison, before the coronavirus pandemic began to rock the nation in 2020, job openings were steady at about 7 million.

And so, the shrinking talent pool has become a critical area of concern for employers of the hourly workforce, according to Rich Crawford, CEO of TalentReef, an industry-leading talent management solution for the hourly workforce.

The big questions many employers are asking are: What’s the solution? How in the world do you increase applicant flow if it feels like you’re fighting a losing battle?

Click here for a State of the Hourly Workforce 2022 whitepaper to help you with your labor and staffing issues.

Source: TalentReef