Interactive Insights

Recruiting Stockers and Order Fillers

A Deep Dive into Talent Sourcing and Recruitment Advertising Benchmarks

Stockers And Order Fillers

A Bit About These Talented Professionals

Ah, the realm of stockers and order fillers, where efficiency and inventory mastery meet customer delight. These pros navigate the aisles with grace, ensuring shelves overflow with goods and orders are fulfilled with seamless precision. With an anticipated growth of 6% from 2021 to 2031, this occupation opens up a world of opportunities!

What keeps it growing? Well, the booming retail sector and the rise of e-commerce, of course.

These stockroom superheroes curate shelves brimming with enticing products, captivating eager customers at every turn. With the agility of ninjas, they fulfill orders, ensuring a delightful shopping experience for all. They operate forklifts with precision and maintain immaculate records, orchestrating a symphony of organizational excellence. Shazam!

Ready to assemble a stellar team of stockers and order fillers, at the optimal cost?

It’s time to let Joveo’s data do the talking!

0%
Year-on-year increase in CPC
0%
Year-on-year increase in median advertised salary
0%
Year-on-year decrease in unique postings

CPA App-lause or App-loss

CPAsCost per application (CPA) measures the cost incurred by an organization to receive one job application from a potential candidate.
 depend on CPCs, as well as a bunch of other factors! While you can’t control everything (ex. market conditions) you can defo work on perfecting that application process.

When it comes to optimizing, there are a few key factors to consider: CPA, application quality, recruiters’ time, employer brand, and candidate experience. While easy apply CPAs are lower, recruiters may not get all the information they need and unqualified or low-intent candidates are more likely to apply! On the other end of the spectrum, a lengthy app can lead to high applicant drop off, poor CX, and a high CPA.

Recommendation: Evaluate what info your team needs. Whether you choose easy apply, an optimized ATS-based app, or a more complex approach, your recruitment strategy should be driven by data!

Source: Joveo and Lightcast Research

CPC, Ya You Know Me!

Nationally, we are seeing an average CPCCost per click (CPC) is the cost incurred by an organization for each click on a job advertisement or recruitment campaign. of $0.59… but that’s not going to help you plan, is it? Alaska and Hawaii lead the pack as the least expensive states to garner a click ($0.40). On the other end of the spectrum, where clicks will cost the most, we find Wyoming ($0.96).

Recommendation: Get the most out of your investment! Use this data effectively, grasp the nuances of seasonality and macro trends, and stay agile. Keep an eye on performance variations across states and consider A/B testingA/B testing refers to a randomized experimentation process. Two or more versions of a variable (job title, job description, etc.) are shown to different segments of users at the same time. The goal is to determine which version leaves the maximum impact and drives conversions.
 to improve CPCs and conversion rates.

Source: Joveo and Lightcast Research

Demand-Supply: The Golden Ratio

The ratio of hires to postings hovers very close to 10.35 over the months. What does this mean, you ask? Well, approximately ten hires are made for every posting.

Recommendation: If your ratio is less than 10.35, we strongly recommend an old fashioned recruitment marketing audit. That means reviewing job titles, descriptions, compensation, and benefits compared with your competition. Oh, and how could we neglect reach, ad dollars, and return on ad spend per source!

Source: Joveo and Lightcast Research

Mind Your Demand-Supply Gap… by State

Wondering how aggressive your sourcing needs to be in a given state? Well, this chart will come in mighty handy, giving insight into the demand-supply gap, and indicating just how aggressive you need to be when it comes to talent sourcing or job advertising.

For example, if you’re looking to hire in Kentucky, Mississippi, or Arkansas, you shouldn’t have a problem. In fact, these three top our list of easiest to fill states when we take a look at demand and supply of stockers and order fillers. On the other end of the spectrum, filling your hiring funnel in New Hampshire, North Dakota, or Hawaii is going to be a challenge, given the low supply and high demand!

Recommendation: If the color of your state is deep gold, it may indicate that you need to jazz up your job content, A/B test titles, expand across locationsGeographic optimizations expand the targeted location to include surrounding communities. This is an easy way to extend your reach and reduce CPAs by sourcing from less competitive markets.
, and spend more on recruitment marketing and job advertising to attract more great-fit candidates.

Source: Joveo and Lightcast Research

Who Posts the Most?

Well, the competition is moderate when it comes to recruiting stockers and order fillers, with an average posting intensity of 3:1 across the occupation, nationally. Top employers like H-E-B, CarMax, and Lowes distribute their jobs with the same intensity, while some other behemoths like Sephora (7:1), Amazon (7:1), and Sysco (8:1) go a step further, beating the national occupational average. McLane Company tops them all with a posting intensity of 9:1!

Recommendation: Be sure to get your posts out to all the right job boards and on social media. We may be a little biased, but one great way to automatically post jobs across the best-performing sites is to use programmatic job advertising – plus you can take advantage of job titleJob title expansion means leveraging alternative job titles, using commonly searched terms. These are published as new listings in addition to the original post. and geographic expansions. Shazam!

Source: Joveo and Lightcast Research

Show Candidates the Money!

While the national median salary is approximately $34,000, advertised median salaries over a 12-month period hit $37,000, as of December of 2023. We usually see advertised and actual salaries so close when the demand-supply gap is lower in a given occupation. Employers advertising salaries topping this will likely have a competitive advantage when it comes to sourcing stockers and order fillers!

Recommendation: If you offer a great salary, don’t forget to call it out in your job description – even if your state doesn’t enforce it legally. Currently, 47% of unique job postings for stockers and order fillers include wage info. This will help you attract more candidates, lower your CPCs, and fill your funnel faster.

Source: Joveo and Lightcast Research

An Eye on DE&I: How Do You Measure Up?

We know diversity is important! In fact, 67% of today’s candidates take a serious look at potential employers’ DE&I programs, and what they find influences their decision making. And, as we well know, the more diverse your workforce, the better your business outcomes!

Recommendation: Does your state make the top or bottom three? If you find you’re falling a bit short, have no fear! There are a plethora of relevant job boards to give your DE&I program the fillip it needs.

Source: Joveo and Lightcast Research

How About Those Skills?

Successful recruiting entails making sure your job postings compete with the best and attract the candidates that are right for you. One important piece in the job posting puzzle? Skills. When it comes to recruiting stockers and order fillers, make sure you keep up with the competition!

Recommendation: Take a note of distinguishing skills that impact compensation, such as order picking and inventory management systems, and plan accordingly.

Source: Joveo and Lightcast Research

Occupational Gain to Attract and Retain

By understanding what occupations these folks come from, you can tailor your job ad content and channels to reach those audiences, in addition to the standard talent supply in your locale. For example, many stockers and order fillers come from professions like retail sales, customer service, and office or admin roles.

Recommendation: Identify the right channels with a combination of keyword research, using a programmatic job advertising partner with publisher-level historical data and expertise. Now go get those great-fit candidates!

Source: Joveo and Lightcast Research

Curious about how your own talent sourcing and recruitment advertising efforts compare? Find out what it takes to be best-in-class and leave your competition in the dust.

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