Tyler Rogers, Author at WorkRocket

Recruitment Strategy

The Maintenance Technician Pipeline Every Plant Should Be Building

By the time a maintenance technician role opens, the real problem is usually already underway. Maybe a senior tech retired and took years of machine knowledge with him. Maybe the night shift has been relying on one person for too long. Maybe preventive maintenance keeps getting pushed back because the team is stuck reacting to breakdowns. By the time the job gets posted, you’re not just trying to fill a vacancy; you’re trying to protect uptime, reduce overtime pressure, and keep production from depending on a shrinking group of people. That’s why open-market recruiting alone is a weak long-term strategy for maintenance roles. You may fill the next opening, but you’ll still be restarting the

June 11, 2026

Hiring Process Insights

9 Warning Signs Your Hiring Process Is Breaking (and How RPO Can Fix It)

The labor market these days punishes employers that move slowly, communicate poorly, or rely on a recruiting function held together by hustle and follow-up emails. Within a competitive labor market, the quality of your hiring process determines the quality of talent you get. This is where RPO comes into the conversation. Many leadership teams are looking at the same symptoms and realizing the issue may not be recruiting effort alone. It may be that the hiring process itself has stopped working reliably. A company usually doesn’t need an RPO provider just because they have roles that need to be filled. It usually needs RPO when the hiring system starts producing

May 21, 2026

Employee Retention

How To Reduce Employee Attrition in the First Year by Aligning RPO & Onboarding

First-year employee attrition rarely shows up as a surprise resignation. It shows up as a pattern. The same jobs bleed talent. The same manager loses new hires. The same location keeps rehiring the same role. The frustrating part is that most of it could have been predicted before the offer went out. U.S. quit activity remains a defining feature of the labor market. The Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey tracks voluntary separations at scale, month after month, across industries. The level and persistence of quits gives leaders a blunt message: people keep moving, and many will keep moving

April 23, 2026

Recruiting Insights

The Real Time Cost of Each Hiring Task

On average, you’re spending around $30-60 per hour on your hiring staff. With each hour of work done, your cost per hire accumulates. Do you know what that cost is for your business? If not, this article will give you an idea of how to calculate it, how it compares to the national averages and give you suggestions to cut back on hiring time and costs. SHRM’s Recruiting Benchmarking Report gives useful U.S. baseline benchmarks for both time to fill and cost per hire, split between executive and nonexecutive roles. Here are the headline figures from that report: And for cost: Based on the data, executive hiring costs about 6.55x more than nonexecutive

April 9, 2026

Recruitment Services

The Benefits of Resume Screening and Why RPO Services Improve Results

Resume screening still sits at the center of most hiring strategies in the United States. Not because it is flawless, but because it solves a real operational problem. Volume. By 2026, many employers face wider candidate pools, higher applicant velocity, and tighter expectations around time to hire. According to the U.S. Bureau of Labor Statistics, job openings in professional and business services remain structurally higher than pre-2020 levels, even as hiring slows in some sectors. Against that backdrop, resume screening functions as the first serious decision point in recruitment. When designed well, it improves speed, consistency, and legal defensibility. When handled poorly, it introduces

February 26, 2026

Microphones on table waiting for person to talk about employer branding

Recruitment Strategy

Employer Branding in Recruitment: Strengthen Your Brand Identity

If you’ve felt the hiring market getting more competitive, you’re not imagining it. Candidates today aren’t just looking for a job; they’re evaluating you just as closely as you evaluate them. That’s where strong employer branding comes in. Here’s the kicker: in 2026, your brand identity is no longer just a marketing priority. It’s one of the most powerful recruiting tools your organization has. At WorkRocket, we’ve seen firsthand how companies transform their talent pipelines once they lean into employer branding as a measurable business strategy. And you can absolutely do the same. This guide breaks down why employer branding is skyrocketing in importance, what drives candidate decisions today, and how your company can build a brand identity that

December 11, 2025

Workforce Pressure Index Reports for Q2 Available Now!

Author:

Tyler Rogers