Today, we’re talking about eight keys to onboarding. Employers often overlook the importance of onboarding and training, but it can make or break a new hire’s experience at your company. How does onboarding affect retention? Research shows that organizations with a good onboarding process improve new hire retention by 82%.
The Skillwork Forum (4)
Staffing challenges have been plaguing skilled labor employers for years. Unfortunately, these trade labor hiring issues aren’t going away and may remain for years to come.
Overview of 2022 Trends in Skilled Labor
At the end of every year, we sit down to forecast the next year so we know what to expect. This helps us plan, set goals, and be strategic in our approach to every year. If you missed it, check out the two-part series on our podcast, “2022 Trends for the Skilled Trades”.
The Fourth Industrial Revolution is here and it’s happening right now, bringing valuable innovations that will transform the manufacturing industry. For business owners in manufacturing who want to get and stay ahead of their competitors, leading through the Fourth Industrial Revolution is a must.
Wages and Benefits on the Rise: Are You Staying Competitive?
With record inflation and job openings around the country, companies are realizing that they need to increase wages and benefits in order to stay competitive. If you want to hire and retain quality skilled workers, this is critical. However, there are some pitfalls to this process. In this article we cover the reasons for increased wages as well as problems to avoid.
In many ways, it’s the golden age for skilled workers. There is high demand for trade labor jobs, pay is on the rise, and the recent infrastructure bill will provide many opportunities for workers. However, the labor shortage is the biggest challenge most business leaders in the trade industries face today.
In this article we will go over eight trends for the skilled trades in 2022 for both trade employers and skilled trade workers.
2022 Trends for Skilled Labor by Skillwork (Click here for part 2)