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Industry-Leading Metrics:

Post-transition performance remained above the industry benchmark for compliant operations.

Transparent Communication:

Open dialogue and employee engagement minimized anxiety and boosted morale.

Proactive Recruitment:

Integrity’s candidate pipeline ensured no production interruptions, even during turnover.

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A national e-commerce fulfillment company was designated an essential employer for the duration of the COVID-19 pandemic. They needed to quickly recruit, onboard, and safely manage tens of thousands of additional team members to meet customer demand during unprecedented times, while facing state-mandated social distancing and safety protocols.

Their challenges included:

Recruitment—Establish a recruiting process that would allow the client to meet aggressive headcount goals, while adhering to CDC social distancing guidelines and office occupancy restrictions.

Onboarding and Pre-Employment Compliance—Ensure that all new team members were properly onboarded, including pre-employment testing and a full orientation at the client location.

Associate Safety—Associates placed on assignment must be monitored for adherence to new safety protocols to help minimize a workplace outbreak, while meeting quality and production goals.

Communications and Reporting—To provide transparency, create a robust communications plan that provided real-time updates to clients, candidates, and internal team members.

OURSTRATEGY

As their long-time staffing provider, we were tasked with helping them meet aggressive hiring goals and overseeing onsite associate management so they could focus on production and getting essential goods into the hands of quarantined families across the country.

Here’s how we did it:

1. RECRUITMENT   

To meet increased hiring demands, while adhering to strict CDC guidelines around social distancing and office occupancy rules, we took the following steps.

FIRST, WE PREPPED EACH RECRUITING LOCATION FOR SAFE OPERATIONS.

Clean up: The offices were cleaned and sanitized throughout, including all furniture, soft surfaces and high touch items such as door handles.

Take out: Items that were not easily cleanable (such as fabric) were removed. Staff were required to remove personal items so they would not need to be cleaned daily.

Facilitate personal safety: Hand sanitizer and disinfectant wipes were placed in various areas in the offices. Chairs were arranged to maintain 6 feet distance between seating.

Direct traffic: Arrows were placed on the floor in larger areas to keep one-direction flow of people walking through the offices.

Erect barriers: Sneeze guards were put in place to provide protection at high-potential contact areas, including the reception desk, interview areas and drug testing locations. These guards were fully sanitized between each candidate.

NEXT, WE CREATED A PLAN TO HELP MANAGE
OFFICE FLOW.

Cap density: Office occupancy was limited to 10 people, requiring everyone to stand/sit 6 feet apart.

Direct overflow: Visitors exceeding that limit were told to remain in their cars until we texted them that it was OK to enter the office.

THEN, WE CREATED A LOW-TOUCH APPLICATION PROCESS TO ENSURE CANDIDATE AND STAFF SAFETY.

Virtual experience: Candidates were directed to our online application portal, which reduced the number of in-office steps. Our virtual recruitment technology limited face-to-face interactions, while still providing a great candidate experience.

By appointment only: We replaced our standard “walk-in to apply” hiring model with appointments to control the number of people in the office at one time.

Entry requirements: Temperature checks, face coverings, and hand sanitizer usage were required prior to entering the office.

Touchy subjects: We had candidates place their IDs directly on the sanitized desk or hold them up for our recruiters to input the ID information into the system.

Hands-off document handling: We encouraged candidates to bring pre-printed copies of documents along with the originals to limit back-and-forth handling. When documents had to be transferred between staff and associates, hands were washed for at least 20 seconds and hand sanitizer used before and after handling the documents. Pens were single use and given to candidates after their visit.

Final wash: Staff members were required to wash their hands or use hand sanitizer after every candidate interaction.

TO HELP ENSURE COMPLIANCE, WE:

Give them a sign: Signage posted throughout each office featured mask and social distancing requirements, hygiene protocols, temperature/symptom checklist, and CDC Guidelines for proper handwashing.

Keep eyes on: A safety coach was placed at each office to oversee protocols compliance. In addition, a staff member watched traffic flow and kept people moving.

Bring the clean: An office cleaner was hired to sanitize all items (chairs, desks, tables, monitors, keyboards, phones, mouse, door handles, sneeze guards, computers, etc.) before and after each candidate.

Space them out: We turned every other computer around so they could not be utilized, thus ensuring social distancing.

2. ONBOARDING   

As job offers were made, we needed a process to safely and efficiently move new hires through the pre-employment and orientation process.

CLIENT-MANDATED DRUG TESTING WAS THE FIRST STEP THAT NEEDED TO BE REVAMPED.

Zoned in: We established a sanitized zone where both gloves and face masks were worn.

Self determination: New hires performed the drug test themselves and a no-touch process for transferring completed test was established.

TO PROVIDE A GREAT ONBOARDING EXPERIENCE, WE OFFERED TWO TYPES OF ORIENTATION.

In-person: Our standard orientations were held in rooms with chairs 6 feet apart, and the group size limited to 10 individuals.

Virtual: for those who preferred a remote experience, we offered a virtual orientation option.

3. ASSOCIATE SAFETY ONSITE   

Once associates were onsite at the client location, keeping them safe reigned supreme. Here are a few of the protocols we implemented to ensure a safe, productive workplace.

OUR OSHA-CERTIFIED SAFETY SPECIALISTS PARTNERED WITH CLIENTS TO EVALUATE WORKPLACE READINESS.

Walkthroughs: We identified opportunities to establish new protocols and procedures that would keep employees and team members safe.

Checklists: These were developed and used by our onsite support team members to ensure adherence and compliance.

PERSONAL PROTECTIVE EQUIPMENT (PPE) IS REQUIRED FOR TEMPORARY STAFF MEMBERS AS WELL AS OUR CLIENT’S FULL-TIME EMPLOYEES.

Masks: We provided them for all staff and associates (when the client could not do so), keeping a surplus of masks on hand to dispense as needed.

Sneeze guards: Clear plastic panels and other barriers were placed in areas where social distancing was not possible.

Gloves: We provided them in locations where they were requested.

Disinfectant: We supplied hand sanitizer, spray disinfectant and/or disinfecting wipes, with a surplus established for replenishment.

SOCIAL DISTANCING PROTOCOLS WERE DEVELOPED AND DISSEMINATED.

Weekly reminders: We sent weekly communications via email, text and voicemail explaining the social distancing requirements and importance of staying 6 feet apart.

Signs of the times: Reminder signage was posted with the social distancing protocols every few feet within the workspace.

Walk this way: Waiting rooms and pathways had markings to indicate safe social distancing areas.

Coaching success: Social distancing coaches were put in place to make sure guidelines were followed.

MONITORING THE HEALTH OF ASSOCIATES WAS EQUALLY IMPORTANT.

Temperature checks: We partnered with our client to provide temperature check equipment at many sites, including remote temperature check scanners for quick, easy processing at shift check-ins. Where scanners were not implemented, we provided the team members they needed to perform this critical task.

Telemedicine accesss: We secured telemedicine as a free service for all associates and their families. Associates experiencing symptoms were asked to use the service, or to see their primary care physician through their Integrity-provided medical benefits.

Reporting hotline: A COVID email address was created for people to report symptoms, illnesses and potential social distancing/safety issues. All incoming emails were handled by the Integrity team to so that our client could stay focused on operations.

OUR COMPREHENSIVE BENEFITS PLAN ALLOWED ASSOCIATES AND THEIR FAMILIES TO ACCESS THE MEDICAL HELP AND RESOURCES THEY NEEDED TO STAY HEALTHY AND PRODUCTIVE:

COVID pay: Associates and Integrity onsite team members were given two-week’s pay for any time out to due COVID, quarantine or contact tracing.

Attendance pass: We waived all attendance issues for over a month so that associates could take time off until they felt comfortable coming to work, and they could resume their position without penalty.

Mental health support: We also provided an EAP to all associates and their family members, so they could speak with trained professionals about their concerns, fears, and obtain access to needed resources.

Help at home: Our Project Home Initiative assisted associates who were not able to meet their housing financial obligations, providing rent and housing assistance when needed.

4. COMMUNICATIONS & REPORTING   

With fears high running high, we put together a full communications and reporting strategy to keep our clients, team members and associates armed with critical, real-time data and information.

COMMUNICATIONS
Corporate playbook: We established guidance for our corporate staff in directing our teams on how to handle specific scenarios.

Centralized team: A COVID team was assembled to verify that confidential information remained secure, centralized and handled consistently.

Weekly updates: Emails were sent to clients and associates on all new safety protocols, and important COVID updates.

Immediate notification: Email, phone, or text messages were sent to all employees working at a facility where an individual tested positive for COVID, Messages also informed them when the deep cleaning was completed.

Website FAQs page: A dedicated COVID info page outlined the steps being taken to keep everyone safe, along with point of contact information.

Webinars: Our HR teams held webinars for our clients to explain the policies and procedures we were putting in place to keep associates safe and to answer questions they had around the new protocols.

DATA & REPORTING

Monitored email box: This mailbox was dedicated to COVID-19 questions, with a full-time monitor.

Case tracking: We set up a Smartsheet to deliver daily reports on COVID-19 cases and quarantines.

Intake form: We created a form to send to clients whenever an associate was COVID-19 positive or presumptive positive.

Weekly reporting: Each site provided the number of new cases, associates on leave, and return to work dates so that our client could make important shift/building-level decisions.

Contact tracing: We informed the client of all positive cases and who may have been in close contact with an infected individual.

OSHA reporting: We partnered with our client to comply with OSHA’s rules for electronic reporting related to COVID-19.

THERESULT

Our partnership provided our client with the flexible staffing solution they needed to meet demanding headcount goals, keep associates safe and engaged, and keep their employee issues managed. Most importantly, their internal teams gained back the bandwidth to effectively respond to the growing customer demand in an unstable marketplace.

WHETHER YOU NEED HELP ASSESSING YOUR BUSINESS
OR REQUIRE FULL STAFFING SUPPORT, WE’RE HERE TO SUPPORT.
Learn more about our Workplace Readiness Solutions:
integritystaffing.com/workplacereadiness

LET’S TALK.Let’s collaborate and build a plan to keep your business — and those living and working in your communities — thriving.

1-833-446-1300 | sales@integritystaffing.com
integritystaffing.com

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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A surge in online shopping left a mid-size e-commerce retailer struggling to meet increased consumer demand. Orders were coming in quicker than they could pick, pack, and ship them to waiting customers. Existing associates were overworked, which led to call-outs and attrition, further increasing our client’s inability to fulfill customer orders. To bridge the gap, management tasked an already lean HR and Ops teams with recruitment tasks, pulling their focus away from managing critical departmental needs.

Our client needed a flexible, scalable workforce solution to support increasing order volumes, reduce attrition, and provide their internal support teams with greater bandwidth to focus on business objectives.

THEIR CUSTOM SOLUTION

FIRST, we moved recruitment operations onsite at our client’s location. Then, in real-time, we worked together with their operations team to develop a sourcing strategy that would quickly and efficiently meet demanding headcount volumes. We provided them with the most up-to-date number of people in the hiring funnel, pending starts, and shift attendance. Our client had the information they needed to make critical business decisions using our recruitment data and reporting.

Once candidates accepted positions, our onsite team coordinated all start dates, drug and background testing, onboarding, and onsite orientations. Eliminating these time-consuming tasks freed our client’s HR team to focus on assisting their internal employees.TO help keep our client’s temporary associates focused, productive, and engaged, we placed shift managers and coaches across key departments and shifts. Their singular focus: provide associates with the support they needed to succeed. Our shift managers partnered with our client’s leadership team to understand daily goals, then worked with our associates to achieve them. Coaches helped new associates quickly surpass learning curves to keep production moving. Our quality and performance-based incentive programs ensured that associates wanted to stay—they kept associates motivated to come to work and help reach production goals.WE strengthened out our client’s support team with an OSHA-Certified Safety Specialist. With so many new workers in the building, it was essential for us to ensure everyone was working safely. Site safety walkthroughs, on-the-spot correction of unsafe behavior, and daily reports helped our client provide their associates with a safe workplace.

THE OUTCOME:

ADDING onsite support teams to round out our client’s staffing model was critical to their success. They gained recruitment, employee engagement, and management efficiencies, which allowed them to focus on how to best manage the order increases.

The client saw a significant decrease in attrition, and safety incidents remained flat. Without having to manage their contingent workforce, the client’s team could focus solely on achieving business outcomes.

They were able to get customer orders out the door—delivered on time and in top condition.Need a robust onsite solution to support your staffing needs?
We can help. Let’s work together to build a scalable workforce that thrives in any market conditions.
sales@integritystaffing.com | 1.833.446.1300

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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Even worse, recruiting slowed greatly, once word started to spread in the local community that employee burnout combined with a now “revolving door” atmosphere was making it a less than great place to work. Turnover issues and a declining image left this client unable to fill positions fast enough — even when using three different staffing agencies.

When this retailer brought Integrity Staffing Solutions (ISS) in, we identified two key challenges and immediately recommended changes that would quickly stem the turnover:

CHALLENGE #1
We discovered that shift patterns were less than ideal. Shift times didn’t match up to the bus lines, and a sizeable percentage of the local labor pool used the bus to get to work. Route schedules caused associates to either arrive too early for work or too late, and as a result, employees just stopped coming in, leading to job abandonment.

Our solution: Integrity’s local on-site team began working with the regional transportation commission to open additional bus line schedules going into that industrial park. The ISS team also coordinated with other companies located in the same industrial park to make a strong case for additional bus schedules. Together, we were successful and additional bus lines were added, making this retailer a viable employer to the local community once again.

CHALLENGE #2
Our on-site data analysis revealed that a significant number of associates wanted part time shift work, and there were only full-time options.

Our solution: Integrity recommended that the retailer create front half and back half part-time schedules for associates, to add more shift flexibility, and expand the candidate pool.

T H E  R E S U L T:

These two changes dropped the turnover rate from 20% per week to 5% – 8% per week!

How did our local ISS leadership team identify bus-line and part-time shift issues specific to this company so quickly? We automate all on-site data for instant analysis with our proprietary system, Workforce Management. Data automation frees our team to focus on staff experience. Engaging with our associates on the floor allows us to gather those critical details needed to provide reliable recommendations back to our clients.

What did this mean to the distribution center in this case study? Having clear, reliable data empowered our client to make these changes with 100% confidence that they would successfully reduce turnover.

TODAY’S TAKEAWAY?: A positive staff experience is key to keeping turnover low. Understanding the why’s behind high turnover with reliable data in hand will allow you to implement changes to transform your workforce.

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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THE STRATEGY
When a major fashion rental company needed 250 high-end customer service team members for their new call center in Arlington, TX, their unique business model required team members who could easily operate in an omnichannel customer service environment. Team members needed to be proficient in telephone, online chat, video, email, and text communications.

HERE’S HOW WE SOLVED THIS CHALLENGE:

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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THE STRATEGY
When a local college delivery service quickly expanded to the national stage, Integrity was tapped to hire 500 new team members across 150 markets within a short, four-week period. The client had a unique culture—team members needed to be able to both work in a fast-paced fulfillment center work environment, but needed strong customer service skills to help solve customer challenges in real-time. In addition, our client did not have brick-and-mortar offices in these new locations, which created a logistical challenge.

THANKFULLY, OUR CENTRALIZED TEAMS MADE IT EASY TO MAKE THIS HAPPEN. TO ACCOMPLISH THIS:

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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There’s no more guesswork for our clients. Our exclusive Workforce Management System allows us to quickly capture and analyze real-time data about the most common causes of employee turnover, enabling our clients to take immediate action.

We pinpoint exactly when and why an employee disengages, by asking each associate for an NPS score at key points during their onboarding:

• First day on the job
• End of their first week
• Ongoing pulse-check every 30 days thereafter

This data is automatically processed and delivered via real-time reports. No more plowing through feedback forms, allowing for quick analysis and impactful adjustments.

While each client faces specific local issues — and those issues are 100% confidential — we can give you a glimpse into the aggregate data we’ve gleaned:

Most employees turnover within the first two weeks on the job. Attendance starts to sputter and wane until they abandon the job altogether. The most common reasons cited:

Here are a few strategies we use to combat costly attrition:STRATEGY #1

No Associate Left Behind: Based on our data, we implemented our No Associate Left Behind program for every one of our clients. Through this program, we nurtured associates during those first critical two weeks of employment, to keep them engaged and collect real-time feedback we can action. The more we nurture, the better! We’ve been able to reduce turnover by 3 to 4% weekly, and in some cases, up to 5%. This has a massive impact on our clients’ bottom line.

One valuable example was during peak season for a large online retailer. We created a highly visible recognition program where every one of the locations gave away a new car in a drawing—and we covered the car taxes. We boldly parked the car in front of each building so associates could see it, touch it and generate excitement daily. Every day that associates clocked in on time, they earned an entry into the drawing. Being able to earn daily entries was key to building and keeping momentum.

Today’s takeaway? You don’t have to give away a car to get real employee retention results. They need to be nurtured and incentivized in visible ways to keep an ongoing, positive work environment.

A B O U T U S
We generate opportunities for people to exceed their own expectations, and advance careers, companies and communities. If you’re looking for creative ways to engage your workforce, let’s work together. We are your Opportunity Engine.

Your workforce, simplified.

Need help finding the best talent for your roles? Let’s work together.

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