Kelly33 provides retailer top talent to keep production on track

When a large-and-growing American home goods distributor began to feel the financial effects of their staffing challenges, they sought support from multiple staffing firms to fill vacancies quickly.

While navigating a competitive talent market, a large home goods retailer began to fall behind production goals. With financial pressures mounting, they needed a creative solution that would deliver talent, fast.

Kelly presented a pool of reliable, eager-to-work talent through its Kelly33 program that helped put the company back on track to meet production goals.

Attract and retain talent

A large US-based retail distributor of home decor and furniture struggled to retain talent. For one, the markefeel the financial effects of their staffing challengesa large-and-growing American home goods distributor began to feel the financial effects of their staffing challenges, they sought support from multiple staffing firms to fill vacancies quickly.

Discouraged, many left. Their replacements endured a battery of screenings that significantly slowed the hiring process. Which then discouraged new hires. Stuck in a seemingly endless cycle of hiring and replacing staff, the talent retention challenge started to impact customers – and the bottom line.

Saddled with a bad employer reputation, drawn-out new hire screening process, and unpopular attendance policies. It was time for a drastic change. 

Partnership with Kelly: improve worker experience and retention 

Enlisting help from Kelly Professional & Industrial, dramatic action was taken to improve worker experience and retention. Which resulted in improving the company's reputation while driving talent attraction.

Increase pay rates and optimize screening process.

The Kelly team took a 3-pronged approach to resolving churn and poor reputation. First, to reduce churn the Kelly team helped the client increase pay rates by $5/hour.

Next, they replaced its unpopular punitive attendance policy with a rewards system and provided Kelly Talent Advisors – worker advocates empowered to resolve concerns – onsite at the client’s facilities.

Finally, Kelly immediately hired 30 people the first week of the program (delivered 60 total in three weeks) through a streamlined screening process.  

Employee turnover reduced 12% - improving bottom line and reputation.

The Kelly solution helped the manufacturer improve retention by 12% in three months, improve its reputation in the community, and get production back on track, eliminating client late fees.