Skip to main navigation Skip to content

International Foodservice Distributors Association (IFDA) and Carnegie Mellon University Team Up

Foodservice distributors often say this is the tightest labor market in decades.  To further complicate matters, the operation is under constant pressure as workers are out on sick leave or are afraid to come into work. To recruit employees, many are turning to conventional practices.  But despite hosting job fairs, sponsoring driving academies, and introducing pop-up schools, distribution companies are still seeing mixed results with respect to the quality of job candidate.

Is there a way to address the problem?

In a recent report, IFDA teamed up with Carnegie Mellon University’s Master’s of Statistical Practice Program to examine challenges and opportunities in recruiting warehouse and driver positions. The report identifies serval key questions including:

  • Which sourcing channel provides candidates that are most likely to get hired?
  • What types of applicants tend to apply early / late?
  • What is the average time to hire for each job role?
  • What are the common traits of hired applicants?
  • What types of employees are more likely to stay at the company for more than 6 months?
  • What is the number of qualified applicants per hire?

While noting there is “no silver bullet”, the full report lays out how foodservice distributors can leverage job applicant data collection and analysis to gain insight that would ultimately lead to more efficient recruiting and hiring practices. Head over to the IFDA Website to check out the full report.

*Note: you must be an IFDA Member to download the report on the IFDA website

Incentive Planning for Distribution Centers

The business case for pay-for-performance plans

Labor market challenges are driving companies to invest more in employee performance software/systems and build human resources staff, especially in warehousing and industrial settings.  Incentivized motivation could be the answer.

Since the advent of data-driven labor management programs, production-level employees have become ripe for incentive programs, and using them makes practical sense to optimize staff efficiency. Warehouses incent based on factors that matter most to their operation, among them productivity, attendance, errors, total picks, overtime/second shift bonuses, and others.

A properly structured incentive pay for performance plan can bring the biggest percent improvement in labor productivity. ProCat has developed a performance bundle comprised of three software modules that overlay productivity tools with business intelligence to engage employees and incentivize behavior while providing real time visibility for management. Click on the link to read more about incentive planning programs for distribution centers.

Let's Talk!

Interested in learning more about how ProCat solutions can help your company?

Whether you have a question about solution features, product demonstrations, pricing structures or anything else, our team is ready to answer all your questions.

We are here to help you.