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Sponsored by Emi

As the backbone of the lockdown economy, frontline workers took center stage throughout the pandemic. For some individuals, the increased visibility led to better benefits and higher wages. However, for organizations that depend on this kind of talent, frontline recruiting continues to feel like trying to find a needle in an ever-moving haystack.

And exactly how big is that haystack, anyway? Some estimates say frontline workers represent 70-80% of the global workforce. That’s a whopping 2.7 billion people working in a broad range of labor-intensive industries — healthcare, construction, manufacturing, food service, retailing, and beyond.

So clearly, demand is massive. And with notoriously high turnover rates among frontline jobs, the ongoing need for talent is relentless.

Inside Modern Frontline Recruiting

No wonder employers are turning to technology for a competitive advantage! But frontline talent acquisition isn’t a generic process. Given that reality, how do you know what kind of solution will truly improve your hiring outcomes? And how should you measure success, anyway?

To answer these questions and more, join me as I explore key issues and opportunities with a recruitment tech pioneer on this #WorkTrends podcast…

 

 

Meet Our Guest: Mateo Cavasotto

Mateo Cavasotto is Co-Founder and CEO of Emi Labs, an innovative frontline recruiting platform that helps employers hire better talent, faster — at scale. Mateo is a smart, passionate entrepreneur who is devoted to making the recruitment process more efficient and effective for everyone involved.

Today’s discussion is especially interesting because we’re exploring key findings from an in-depth study Emi recently published — 2024 Frontline Recruiting Benchmarks for Talent Acquisition Leaders — which is free for everyone to download.

For a preview of our conversation, check these highlights…

 

Defining the Meaning of “Frontline”

Welcome, Mateo. Why don’t we start by clarifying the term, “frontline worker”?

Absolutely, yes. In our view, anyone who does not work behind a desk is a frontline worker. This applies to more than 50% of the US workforce in diverse industries like manufacturing, hospitality, healthcare, dining, retail, and many other segments. Unlike knowledge workers, these people aren’t sitting at a computer all day. So they engage with technology much differently than knowledge workers.

Why Frontline Recruiting Insights Matter

Although these workers represent a majority of the labor force, they’re often overlooked by data. They deserve champions who say, “I get you.” Is that the goal of your frontline recruiting report?

Yes, frontline workers matter. They deserve attention. But also, they are strategic to the operations of many companies. So it’s in every employer’s interest to know these people better.

Recruiting Roadblocks

What does your research reveal about obstacles that keep employers from finding frontline talent?

First of all, we know the market is fiercely competitive. We’re talking about 8 million open roles right now, with 6.5 million people actively seeking employment. That’s challenging.

Also, candidates have different expectations, even across generations.

For example, 54% of Gen Z job seekers won’t complete an application if the technology is outdated or doesn’t meet them on their terms. And among millennials, 40% expect to use social media as a primary source of information when looking for a job.

Every company has its own mindset about where candidates should be looking for jobs. But the truth is, we need to understand their behavior, not try to push our ideas on them.

Keys to Frontline Recruiting Success

Right. The more we know about potential candidates, the better…

Yes, definitely. A one-size-fits-all approach isn’t the best recruiting technology solution. But getting to the answer is also a challenge because there are many different tools, processes, and experts.

Plus, every industry is different. For example, companies in retail and manufacturing need frontline workers, but the specifics differ in how they source and interview candidates.

So when choosing tech, it’s important to be specific about how you’ll implement it. Your recruiters and candidates are behaving in a certain way, while your hiring managers and operations team have their own needs. Recognizing and responding to these differences can overcome these roadblocks.

Choosing Relevant Tools

What criteria should employers expect from a frontline recruiting platform?

Well, our tools address three categories that support our vision of a great workplace with a positive employee experience. That includes communications, culture, and team efficiency. And it all comes together with journeys and moments that matter for employees. And those moments start with onboarding.

 


 

Want More Insights?

Get your free copy of the Emi research report:
2024 Frontline Recruiting Benchmarks for Talent Acquisition Leaders

 


 

Listen to This Full #WorkTrends Episode

Tune in on Apple Podcasts, on Spotify, or wherever you listen to podcasts. And while you’re there, be sure to subscribe so you won’t miss future episodes.

Want to continue this conversation on social media? Follow TalentCulture or use our #WorkTrends hashtag anytime on Twitter, LinkedIn, and Instagram. Let’s talk!

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