Interactive Insights

Recruiting Warehouse Workers

A Deep Dive into Talent Sourcing and Recruitment Advertising Benchmarks

Warehouse Workers

A Bit About These Talented Professionals

Mighty movers and warehouse warriors! Our champions of the logistics industry, laborers and freight, stock, and material movers are the backbone of the supply chain, working tirelessly to keep the wheels of commerce turning. From hectic distribution centers to bustling construction sites, these industrious individuals are always on the move, bringing order to chaos and making the impossible happen.

Projected employment for this occupation is a bit of a mixed bag, ranging from 0-6% through 2031. But, between occupational drain and job creation, this translates to more than one million openings per year.

For some warehouse roles, as well as grocery checkout, automation is replacing the hoo-mans, while movers, cleaners, refuse and recyclable material collectors, and stockers will remain in demand. However, hold onto your packing tape, as companies are unveiling automated storage and retrieval tools like scanners and radio frequency identification (RFID) tags, making tasks a breeze for stockers and order fillers and increasing efficiency.

Let’s unpack the great info below and get you recruiting great-fit talent, at the optimal cost.

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

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

CPA App-lause or App-loss

There are a lot of factors that affect CPAsCost per application (CPA) measures the cost incurred by an organization to receive one job application from a potential candidate.. You can’t control everything (market conditions, for one!), but you can work on shaping that ideal application… The one experience that’s just right for your team and your applicants.

When it comes to optimizing your apply process, there are a few key factors to consider: CPA, recruiter time and effort, application quality, employer brand, and candidate experience to name a few. While easy apply tends to yield lower CPAs, recruiters may not obtain the information they need, and apps from unqualified or low-intent candidates can pour in! On the flip side, a lengthy apply can lead to high applicant drop-off, poor CX, and a high CPA.

Recommendation: Review your apply process to figure out what info your team needs – whether it is easy apply, an optimized ATS-based app, or something more complex, your recruitment strategy should be data-driven.

Source: Joveo and Lightcast Research

CPC, Ya You Know Me!

Nationally, the average cost per click (CPC)Cost per click (CPC) is the cost incurred by an organization for each click on a job advertisement or recruitment campaign. stands at $0.74. Delaware stands out as the most budget-friendly state for obtaining a click at just $0.26, while at the other end of the spectrum, Vermont claims the highest cost per click at $1.14.

Recommendation: Make sure you’re achieving the highest ROI! Leverage this data, understand seasonality and macro trends, and stay nimble. Monitor and compare performance across states and do a bit of 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 optimize those CPCs and conversion rates.

Source: Joveo and Lightcast Research

Demand-Supply: The Golden Ratio

There’s definite fluctuation in these numbers! While the average ratio of hires to postings is 8.19 over the past 12 months, we can see this dropping as low as five in June and hitting a peak of nearly 12 in December. What does this mean, you ask? Well, eight to twelve hires are made for every posting, which is greatly influenced by seasonality in this particular occupation.

Recommendation: If your ratio is less than 8.19, we strongly recommend digging a little deeper. Perhaps 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, we’ve got you covered with this nifty chart, giving insight into the demand-supply gap The demand-supply gap is calculated by dividing the number of unique job postings by total employment in the occupation. The higher the number, the greater the demand-supply gap, compared with the national average., 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 West Virginia, New Jersey, 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. On the other end of the spectrum, filling your hiring funnel in Alaska, New Hampshire, and South Dakota is going to be a challenge, given the low supply and high demand!

Recommendation: If the color of your state is in the deep gold, it may indicate that you need to jazz up your job content, A/B test titles A/B testing refers to a randomized experimentation process. Two or more versions of a variable (web page, 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., 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 considerably more on recruitment marketing and job advertising to attract more great-fit candidates.

Source: Joveo and Lightcast Research

Who Posts the Most?

The competition is a bit fierce when it comes to warehouse workers, with an average posting intensity Posting intensity is the ratio of total job postings to unique job postings. A higher posting intensity means employers are sending copies of their reqs to several job sites or other locations on the web, to reach a bigger talent pool. of 3:1 across the occupation, nationally. Top employers like PepsiCo and Aramark distribute their jobs with similar intensity, while other familiar faces like Americold Logistics (25:1) and HD Supply (14:1) go a step further, beating the national occupational average. Chewy tops them all with a mindblowing posting intensity of 40:1!

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 title Job 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 Geographic 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. expansions.

Source: Joveo and Lightcast Research

Show Candidates the Money!

While the national median salary is approximately $36,000, advertised median salaries over a 12-month period hit $37,000, as of December of 2023. We typically see advertised and actual salaries so close when the demand-supply gap is lower within an occupation. Employers advertising salaries higher than this will defo have a competitive advantage when it comes to sourcing.

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. Show them the money! Currently, 58% of unique job postings for laborers include wage info. This will help you attract more candidates, lower CPCs, and fill your funnel faster… And keep ahead of the Joneses!

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 look in to potential employers’ DE&I programs, and what they find influences their decision making. Plus, as we well know, the more diverse your workforce, the better your business outcomes!

Recommendation: Did your state make it into 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 oomph it needs.

Source: Joveo and Lightcast Research

How About Those Skills?

Mad, crazy, wonderful skills. Successful recruiting means 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 warehouse workers, make sure you keep up with the competition!

Recommendation: Take a note of distinguishing skills that impact compensation, such as warehouse operations, and plan accordingly.

Source: Joveo and Lightcast Research

Occupational Gain to Attract and Retain

By understanding what occupations warehouse workers come from, you can tailor your job ad content and channels to reach those audiences, in addition to the standard talent supply in your location. For example, many were previously employed as stockers and order fillers, retail sales folks, or customer service reps. Shazam!

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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