It appears that proofreading your resume and showing up to the job boosts your odds a fair bit…
Is it paying a livable wage? I’m shocked at how many people walked away.
I think there is a mistake at the end. 21 passed orientation, 21 went to the mill? Who are the other 3.
Sorry for nitpicking because it’s very informative. Especially about having the right contact details.
Edit: nope, I’m wrong. I’m not seeing the orientation as a node.
What makes the job have a 60% drop out rate in the first 90 days?Â
I’m pretty impressed that you guys had a 72% contact ratio for applications. I have literally sent out dozens of resumes and heard crickets (many for positions I was probably overqualified for). Is this the US or abroad?
Is this a repetitive warehouse job?
What were the requirements?
It’s good to see things from the other side; thanks for sharing this. What was the time period for this? 11 People quit/terminated might be disheartening.
Imagine not passing orientation after getting the job
I’m pretty unclear on how one manages to not pass orientation?
Is that just not showing up?
Really interesting @OP. Do you post this data anywhere else? Blog or social?
Looks like you need to pay more
Interesting data. Thank you for sharing this very insightful.
I’d be interested to know time lags on the employer’s side. If you’re contacting people a month after the application, or offering a job that starts in three months, the good people tend to get hired elsewhere and drop out of the process.
Contacted almost every applicant? Makes me want to apply. I almost never hear back.
As a former manager I love that you’re sharing the ‘other side’ of the hiring process.
~50% resignation rate after starting/passing orientation is BAD.
So many offers with so many people leaving in the first 90 days is heavy red flag energy
This looks exactly how I imagine a dating Sankey graph would look.
That is a lot of people that suck at the basic part of applying to a job.
What kind of applicants are you getting where fully 1/6 of your applicants have legal issues? My family was in construction for years and the (late) registered sex offender was among the better employees. He was certainly better than the guy my dad had to bail out of jail for literally every single crime that you can commit in a car without wrecking it or hitting someone. The moral of this story is that you probably should not speed while drunk driving a stolen car that doesn’t have insurance, on a suspended license, while also smoking marijuana. That guy, also not the worst employee.
I am a manager at a union manufacturer. I’ve been short handed for a year. I’ve hired almost everyone that came across my lap and almost no one makes it. Either they aren’t capable or willing to learn or my available jobs don’t pay enough (Which is a separate issue that I have been fighting with upper management about this whole time).
Oof it’s the other way around for white collar jobs. Hundreds to thousands of applicants, and only about 10-20 get a call from a recruiter, while the rest are ignored or ghosted. Usually only 3-5 are interviewed by the hiring manager, and only 2-3 make it to a panel.
I have 20 years experience in my fields and industry, and after a year or searching, I’ve not been made a single offer. I’m probably 150 applications deep, only 10% of which ended up with a recruiter contacting me, and maybe 5 made it in front of a hiring manager. 4/5 ghosted me. All the other recruiters also mostly ghosted me. Only a few recruiters did me a solid and told me not interested. And only one explained why (it was a very bad explanation though)
And it’s not my interviewing skills – I’ve been doing it for years, have had coaching, done tons of practice interviews, gotten feedback from hiring managers I interviewed with before, etc.
Seems legit numbers for manual, low skilled work. We advertised for vineyard workers at living wage, got a huge response, over 100 applicants. 50% didn’t respond to an invite to interview. Ended up hiring 12 people, 5 showed up for work on day 1, one left during the safety briefing (basically don’t fall down a rabbit hole and stay hydrated), 2 left before lunch and were never heard from again, leaving us with a French couple who are still with us two years later and who we’ve sponsored for a proper work visa. Recruitment and retention for manual labour is hard.
Very interesting!
1. Interesting to see it from the hiring side.
2. Interesting that these numbers are so profoundly different than what we usually see, with people applying for scores of jobs to get maybe one or two offers.
It’s so weird that some companies call instead of emailing. Seems so unprofessional.
![My experience as a hiring manager at a union manufacturing facility [OC]](https://www.europesays.com/wp-content/uploads/2024/12/r8miz8d8xm7e1-1920x1024.png)
27 comments
Is this an expected outcome in your experience?
The number of did not answers is shocking to me.
It appears that proofreading your resume and showing up to the job boosts your odds a fair bit…
Is it paying a livable wage? I’m shocked at how many people walked away.
I think there is a mistake at the end. 21 passed orientation, 21 went to the mill? Who are the other 3.
Sorry for nitpicking because it’s very informative. Especially about having the right contact details.
Edit: nope, I’m wrong. I’m not seeing the orientation as a node.
What makes the job have a 60% drop out rate in the first 90 days?Â
I’m pretty impressed that you guys had a 72% contact ratio for applications. I have literally sent out dozens of resumes and heard crickets (many for positions I was probably overqualified for). Is this the US or abroad?
Is this a repetitive warehouse job?
What were the requirements?
It’s good to see things from the other side; thanks for sharing this. What was the time period for this? 11 People quit/terminated might be disheartening.
Imagine not passing orientation after getting the job
I’m pretty unclear on how one manages to not pass orientation?
Is that just not showing up?
Really interesting @OP. Do you post this data anywhere else? Blog or social?
Looks like you need to pay more
Interesting data. Thank you for sharing this very insightful.
I’d be interested to know time lags on the employer’s side. If you’re contacting people a month after the application, or offering a job that starts in three months, the good people tend to get hired elsewhere and drop out of the process.
Contacted almost every applicant? Makes me want to apply. I almost never hear back.
As a former manager I love that you’re sharing the ‘other side’ of the hiring process.
~50% resignation rate after starting/passing orientation is BAD.
So many offers with so many people leaving in the first 90 days is heavy red flag energy
This looks exactly how I imagine a dating Sankey graph would look.
That is a lot of people that suck at the basic part of applying to a job.
What kind of applicants are you getting where fully 1/6 of your applicants have legal issues? My family was in construction for years and the (late) registered sex offender was among the better employees. He was certainly better than the guy my dad had to bail out of jail for literally every single crime that you can commit in a car without wrecking it or hitting someone. The moral of this story is that you probably should not speed while drunk driving a stolen car that doesn’t have insurance, on a suspended license, while also smoking marijuana. That guy, also not the worst employee.
I am a manager at a union manufacturer. I’ve been short handed for a year. I’ve hired almost everyone that came across my lap and almost no one makes it. Either they aren’t capable or willing to learn or my available jobs don’t pay enough (Which is a separate issue that I have been fighting with upper management about this whole time).
Oof it’s the other way around for white collar jobs. Hundreds to thousands of applicants, and only about 10-20 get a call from a recruiter, while the rest are ignored or ghosted. Usually only 3-5 are interviewed by the hiring manager, and only 2-3 make it to a panel.
I have 20 years experience in my fields and industry, and after a year or searching, I’ve not been made a single offer. I’m probably 150 applications deep, only 10% of which ended up with a recruiter contacting me, and maybe 5 made it in front of a hiring manager. 4/5 ghosted me. All the other recruiters also mostly ghosted me. Only a few recruiters did me a solid and told me not interested. And only one explained why (it was a very bad explanation though)
And it’s not my interviewing skills – I’ve been doing it for years, have had coaching, done tons of practice interviews, gotten feedback from hiring managers I interviewed with before, etc.
Seems legit numbers for manual, low skilled work. We advertised for vineyard workers at living wage, got a huge response, over 100 applicants. 50% didn’t respond to an invite to interview. Ended up hiring 12 people, 5 showed up for work on day 1, one left during the safety briefing (basically don’t fall down a rabbit hole and stay hydrated), 2 left before lunch and were never heard from again, leaving us with a French couple who are still with us two years later and who we’ve sponsored for a proper work visa. Recruitment and retention for manual labour is hard.
Very interesting!
1. Interesting to see it from the hiring side.
2. Interesting that these numbers are so profoundly different than what we usually see, with people applying for scores of jobs to get maybe one or two offers.
It’s so weird that some companies call instead of emailing. Seems so unprofessional.
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