Wage & Competition Analysis by Position
Key Conclusions: The chart illustrates the national pay rates by percentile for forklift operators, assembly workers and food processors. With 7% of the labor force unemployed and only 3.7% of unemployed 20 to 34-year-olds actively searching for a job — unless some sort of unique opportunity is offered or screening standards are adjusted — it is almost impossible to attract and retain talent without offering competitive wages.
Low to average pay detracts top candidates from applying since they can be paid more at a competitor’s facility. Likewise, a company offering average pay also risks losing their top employees to competitors offering higher pay. Because the unemployed make up such a small percentage of the workforce, it is also critical to attract currently employed individuals to fill personnel quotas. To attract these employees, companies must offer compensation that will make employed individuals want to leave their current positions for the better opportunity with your company. With these complex dynamics, understanding the pay rate trends in your community is absolutely critical in developing a successful recruiting and retention strategy.
Median Pay Rate: $16.17/Hour
Median Pay Rate: $14.75/Hour
Median Pay Rate: $12.14/Hour
Recent economic gains, low unemployment and low workforce participation have forced employers to compete fiercely for qualified candidates. Of the small percentage of unemployed individuals searching for a job, even fewer qualify for open positions. With a small population of unemployed individuals, offering employees something of value (a high salary, an amazing benefits package, a truly unique work environment, etc.) is critical. Not only does offering something of genuine value to employees help recruit members from the limited unemployment candidate pool, but it will, more importantly, attract talented employees away from competitors and improve retention rates with current employees. For companies unable to offer something of high value to employees, lowering employment qualifications (like drug test, criminal background, skillset and education attainment requirements) is often the best choice available. This gives these companies additional flexibility in such a competitive recruiting environment.
At the end of the day, the numbers don’t lie: there is a small pool of talent to recruit from, and having a strategy based on local data and trends is critical to winning the war for talent.
To help our clients pinpoint a unique strategy, we developed the “Recruiting Profile Analysis and Strategy Guide,” which we localize for our clients. You’ve seen a snapshot of the metrics we analyze. If you’re interested in creating a strategy designed specifically for your business’s location and positions, contact your local Ōnin Representative to receive your custom “Recruiting Profile Analysis and Strategy Guide” or visit OninStaffing.com/analysis
“Summary Report for: 51-3022.00 – Meat, Poultry, and Fish Cutters and Trimmers.”O-NET OnLine
“Summary Report for: 51-2092.00 – Team Assemblers.” O-NET OnLine
“Summary Report for: 53-7051.00 – Industrial Truck and Tractor Operators.” O-NET OnLine
“Unemployment Rate: Aged 15-64: All Persons for the United States.” Federal Reserve Bank of St. Louis American FactFinder, United States Census Bureau
“Workforce Drug Testing Positivity Climbs to Highest Rate Since 2004, According to New Quest Diagnostics Analysis.” Quest Diagnostics