Why not keep the great workers you’ve already trained instead of starting from scratch?  

This article dives into the value of transitioning temporary workers to full-time employees and the best strategies to do so. 

The Value of Retention 

Converting high-performing seasonal workers into permanent employees delivers concrete benefits that impact both your operational efficiency and your financial performance. Some examples are: 

1. Trained talent is valuable for businesses. 

Much of your time and resources have already been devoted to training your seasonal staff. They’ve learned about your systems, safety protocols, equipment operation, and quality standards. They also understand the workflow and know how to work effectively with your existing team.  

When you let these workers go, all that training investment leaves with them. Bringing them back as permanent employees means you skip the entire onboarding and training cycle. They can contribute at full productivity from day one because they’ve already proven they can do the job well. 

2. Retention reduces Q1 hiring pressure dramatically. 

The first quarter typically brings budget reviews, strategic planning, and operational adjustments. Adding urgent hiring needs to an already demanding period only increases stress and strains resources.  

By converting proven seasonal workers into permanent roles, you fill positions before they become vacant. This proactive approach eliminates the scramble to find qualified candidates during a slow hiring season. 

3. Increased cost savings. 

U.S. businesses lose an estimated one trillion dollars annually to employee turnover costs.² On top of this, the Society for Human Resource Management reports that the average cost per hire can reach up to $4,700.³  

Instead of worrying about these statistics, ensure cost-saving by retaining qualified workers from your seasonal pool of employees. This will save you not only hiring costs, but also budget that would otherwise go to onboarding and training.  

5 Strategies for Effective Transitions 

Converting seasonal workers into permanent employees requires intentional planning and clear communication. These proven strategies help identify the right candidates and execute smooth transitions that benefit both your business and the workers who join your team permanently. 

1. Establish performance metrics early in the seasonal period.  

Don’t wait until December to start evaluating which seasonal workers might become permanent hires. Define clear performance criteria at the beginning of the seasonal period including attendance reliability, productivity levels, quality standards, safety compliance, and teamwork. Track these metrics consistently, so you have objective data to support conversion decisions. This approach ensures you’re making strategic choices based on actual performance rather than last-minute impressions. 

2. Communicate the possibility of permanent positions upfront.  

Many seasonal workers would love to stay permanently but assume their role ends when the holidays do. Make it clear during hiring that strong performers may be offered permanent positions. This transparency motivates seasonal workers to perform at their best because they know excellence could lead to long-term employment. It also attracts higher-quality candidates who are specifically looking for temp-to-hire opportunities rather than short-term gigs. 

3. Conduct formal evaluations before the season ends. 

Schedule performance reviews with seasonal workers in early December rather than waiting until January. These conversations allow you to discuss their interest in permanent roles, review their performance objectively, and identify any areas that need improvement before making conversion decisions.  

4. Create a streamlined conversion process. 

Bureaucratic delays and complicated paperwork can cause you to lose top candidates, who may accept other offers while waiting for your permanent position to open. Develop an efficient process for converting seasonal workers that includes expedited HR paperwork, benefits enrollment, and any necessary system updates. The transition should feel seamless rather than like starting a new job from scratch. 

5. Partner with staffing experts who prioritize workforce continuity. 

Managing seasonal hiring, performance evaluation, and conversion processes requires significant time and expertise that many businesses lack during their busiest periods. This is where working with a strategic staffing partner like The Job Center becomes invaluable.  

Look for a partner that actively identifies top performers who excel in permanent roles. Even for seasonal roles, the priority is finding a staffing firm that pays attention to skills and cultural fit rather than simply filling open positions.  

Read more: Surviving Peak Season: A Tactical Guide to Scaling Your Warehouse Workforce Without Sacrificing Efficiency 

Rely on The Job Center to guide your seasonal staff into permanent roles. 

The holiday season doesn’t have to end with releasing your entire temporary workforce. With strategic planning and the right staffing partner, it can be an opportunity to discover and retain exceptional employees who strengthen your team for years to come.  

Easily build a strong and reliable workforce by partnering with The Job Center Staffing! Contact us today. 

References 

1. “Staffing Employment Faced Seasonal Decline in First Quarter of 2025.” American Staffing Association, 18 Jun. 2025, americanstaffing.net/posts/2025/06/18/seasonal-decline-in-first-quarter-of-2025/. 
2. “This Fixable Problem Costs U.S. Businesses $1 Trillion.” Gallup, 13 Mar. 2019, www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx. 
3. “The Real Costs of Recruitment.” SHRM, 11 Apr. 2022, www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment. 

At The Job Center, we combine immersive candidate previews with real-time hiring data, giving organizations a clear way to connect with the right people—reducing turnover and strengthening teams for long-term growth. 

The Evolution from Volume to Intelligence 

Traditional hiring often focuses on processing as many applications as possible. However, having more candidates doesn’t always result in a stronger talent pool. Our Market Risks & Hiring Efficiency Report discusses this reality: 60% of recruitment teams struggle with a high volume of low-quality applicants. Adding to the complexity, 22% of hiring managers can spend less than a minute reviewing each resume when decision fatigue sets in.  

This volume-based approach creates a dangerous illusion of thorough vetting. Forward-thinking employers should recognize that quality beats quantity every time. By adopting predictive workforce management systems, companies can shift from reactive, last-minute hiring scrambles to proactive strategies designed to build sustainable, high-performing teams. These tools don’t just fill positions—they help create workplaces where people are set up for success.  

JobView360°: Seeing Success Before Day One 

One of the biggest challenges in warehouse staffing is the gap between job expectations and the reality of the workplace. Candidates may enter a role thinking they understand it, only to discover in their first week that the job is not what they had imagined. That disconnect is a major driver of early turnover. 

JobView360° addresses this challenge head-on by giving candidates a chance to experience their potential workplace before they even accept an offer. Through an immersive, realistic preview, candidates can virtually walk through workstations, see the pace and physical demands, and understand daily workflows. 

The impact is powerful: candidates can self-select based on genuine fit rather than assumptions. This transparency builds trust and reduces the “shock factor” that often leads to first-week resignations. The result is better alignment between employee expectations and workplace reality, which translates directly into stronger retention rates and a faster productivity ramp-up. 

By providing a window into the real experience, JobView360° ensures that candidates who move forward truly want to pursue the role. This authenticity goes far beyond what resumes, skill tests, personality assessments, or real-world scenarios can reveal. It helps employers build engaged teams with motivated workers from the very beginning.  

Read more: How to Stay Energized and Productive During Peak Season  

The Turnover Dashboard: Intelligence That Drives Action 

While JobView360° strengthens the front end of hiring, the Turnover Dashboard serves as the analytical backbone that helps organizations continuously improve their workforce strategies. This comprehensive system turns raw employee data into clear insights, giving leaders the information they need to make smart, people-focused decisions. 

Real-Time Pattern Recognition 

The Turnover Dashboard tracks key metrics across multiple areas and uncovers patterns that might otherwise go unnoticed. 

For example, the Flop Group Analysis shows how many employees leave within their first week, helping pinpoint potential misalignment between role expectations and hiring urgency. Department-specific turnover rates highlight which teams, shifts, or locations require attention, providing leaders with actionable insights to address challenges at their root before they escalate. 

Historical data that compares turnover rates to pay scales also empowers organizations to make competitive, evidence-based compensation decisions. For instance, when data shows that a $1 increase in hourly wages leads to a 15% improvement in retention for certain roles, managers can confidently make targeted investments that benefit both employees and the organization—and not just rely on trial and error.  

Actionable Intelligence for Strategic Planning 

The Turnover Dashboard also analyzes why employees leave, transforming exit patterns into improvement opportunities. With patterns of leaving (“end reasons”) clearly marked, organizations can adjust their screening processes, enhance onboarding programs, or improve job descriptions to set clearer expectations. 

This data-driven approach to retention analytics helps companies move from reactive problem-solving to proactive workforce planning. Instead of scrambling to fill positions after unexpected departures, teams can identify risk factors early and implement targeted interventions that prevent turnover before it happens. 

Integration Creates Transformation 

The Turnover Dashboard goes beyond numbers by analyzing why employees leave. Reasons for departure are clearly identified, helping organizations refine hiring practices, improve onboarding programs, and craft accurate job descriptions. 

By turning exit processes into actionable insights, companies can move from reactive problem-solving to proactive workforce planning. Rather than constantly reacting to unexpected vacancies, managers can identify trends early and take strategic steps to reduce turnover before it occurs. 

This approach not only strengthens teams but also creates a workplace where employees feel understood, supported, and set up for long-term success. 

Read more: Choosing the Perfect Staffing Partner: How to Find the Agency That Will Help You Thrive 

Build your data-driven future with The Job Center. 

Today’s labor market demands more than just filling open roles. It requires intentional, people-focused strategies that strike a balance between efficiency and care. 

At The Job Center, we’re proud to stand at the forefront of this transformation. By blending human expertise with innovative tools like JobView360° and the Turnover Dashboard, we help warehouse and manufacturing employers make smarter decisions, build stronger teams, and create workplaces where people want to stay. 

Every hiring decision has the potential to strengthen an organization’s foundation. With the right approach, hiring becomes more than a cost of doing business—it becomes a driver of long-term success. 

Discover how The Job Center’s workforce intelligence solutions can transform your hiring strategy. Request a demo today. 

The best solution for companies? Utilize temporary staffing support to effectively scale your teams during critical periods.  

What Is Temporary Staffing Support? 

Temporary staffing support provides businesses with qualified workers for defined time periods without the commitment of permanent employment. The American Staffing Association noted around 12.7 million temporary and contract employees hired in 2023, reflecting the critical role flexible staffing plays in helping businesses manage variable demands.¹  

Companies partner with staffing agencies like The Job Center to access pre-screened candidates who can start immediately and work for days, weeks, or months depending on business needs.  

Unlike independent contractors or gig workers, temporary staff work under your supervision and follow your processes just like permanent employees. They integrate into your existing teams and workflows rather than working independently.  

Meanwhile, your chosen staffing partner ensures legal compliance with employment laws, proper worker classification, and appropriate insurance coverage. 

Read more: The ‘Temp-to-Hire’ Advantage: Building a Talent Pipeline That Evolves with Your Business 

Benefits of Temporary Staffing During Q4 

Using temporary staffing solutions during the fourth quarter delivers specific advantages that help businesses handle seasonal demands successfully. For example: 

1. Fill Critical Labor Gaps Without Long-Term Overhead

Permanent hiring carries significant ongoing costs that extend far beyond base salaries. Benefits packages including health insurance, retirement contributions, and paid time off can add significantly to total compensation costs. These expenses continue regardless of business volume fluctuations.  

Temporary staffing eliminates these long-term overhead commitments. You pay for labor only as needed, and the hourly rates include all employment costs bundled into predictable pricing. 

When the busy season ends, your labor costs decrease immediately rather than carrying excess payroll until you can justify layoffs.  

This financial flexibility protects your margins and allows you to scale operations up aggressively during peaks without fear of being stuck with expensive permanent staff during slower periods. 

2. Address Unpredictable Seasonal Volume Effectively

Manufacturing, logistics, and hospitality industries all face a similar challenge: seasonal volume that is impossible to predict with perfect accuracy. Customer orders may exceed or fall short of forecasts. Weather events can also shift demand patterns unexpectedly. 

Because of this, permanent hiring decisions made months in advance often prove wrong when actual demand materializes. However, temporary staffing gives you the flexibility to adjust your workforce in real-time as actual business conditions become clear.  

If demand comes in lighter than projected, you can reduce temporary staff without the guilt and costs of laying off permanent employees. This responsiveness to actual conditions rather than forecasts allows you to maintain operational efficiency regardless of how accurately your planning predicted Q4 volumes. 

3. Scale Up and Down Seamlessly

The ability to scale your workforce smoothly in both directions represents one of the most valuable aspects of temporary staffing solutions. Temporary work arrangements also align with what workers increasingly want from employment.  

A survey conducted for Zoom found that 81% of respondents considered flexible hours and schedules as top priorities.² This shows that temporary staffing creates win-win situations where businesses get the flexibility they need while workers gain the schedule control they value.  

As Q4 begins and demand starts increasing, you can onboard temporary workers in waves that match your growing needs. You can start with a small temporary team and scale up weekly as your actual workload grows, avoiding the cost of idle capacity while demand builds. 

Read more: Surviving Peak Season: A Tactical Guide to Scaling Your Warehouse Workforce Without Sacrificing Efficiency  

4. Access Industry-Specific Ready-to-Work Talent

Finding workers who can contribute immediately without extensive training becomes critical during Q4 when demand spikes quickly. The right staffing partner maintains talent pools of candidates with specific experience in manufacturing operations, warehouse logistics, hospitality service, and other industries facing Q4 surges.  

These workers already understand the basic requirements and safety protocols for your type of operation. They can start contributing productively on day one rather than requiring weeks of training before they become useful.   

5. Maintain Operational Continuity During Peak Periods

Q4 business surges create stress on existing staff who must maintain quality and service standards. Attempting to manage peaks with only permanent staff often results in overtime fatigue, quality problems, safety incidents, and burnout that undermines performance exactly when it matters most.  

Temporary staffing solutions allow you to maintain reasonable workloads for permanent employees by bringing in additional capacity that prevents dangerous overtime levels. Your permanent team stays energized rather than becoming exhausted from unsustainable schedules. This workforce balance protects both immediate operational performance and long-term employee retention. 

Read more: Why Your General Labor Positions Stay Vacant: Common Hiring Mistakes That Drive Candidates Away 

Ready for Q4 success? Partner with TJC for flexible, on-demand staffing. 

When seasonal demand peaks, The Job Center ensures you’re never short on talent. With a deep pool of pre-screened, job-ready workers, we can help businesses scale up quickly without long-term costs.  

Whether you need a few extra hands or a whole team of professionals, we can offer you the tailored solution you need. Contact us today to learn more! 

References 

1. “Staffing Industry Statistics.” American Staffing Association, 1 Jan. 2023, americanstaffing.net/research/fact-sheets-analysis-staffing-industry-trends/staffing-industry-statistics/. 
2. Poydock, Margaret, et al. “Flexible Work.” Economic Policy Institute, 23 Jul. 2024, www.epi.org/publication/flexible-work/. 

Too often, companies find themselves scrambling—one site is understaffed and struggling to keep up, while another is overstaffed and eating up resources. This constant back-and-forth creates stress, prevents long-term strategic planning, and leads to inconsistent service that customers notice immediately. 

The Multi-Location Challenge 

Managing employees across multiple facilities creates complications that single-site operations rarely face. Labor markets vary between regions—what works in Arizona may fail completely in Ohio. Each facility also develops its own culture and operational rhythm over time, which is influenced by its internal workforce. A staffing strategy that works in one place may not work in another, and there’s no guarantee it will succeed.  

This is how uneven labor markets can be across regions: the Review of Economics and Statistics shows that from 1970 to 2000, manufacturing employment in the Northeast and Midwest declined by 23 percent, while in the South and West it rose by 30 percent!¹

That’s why the key to success isn’t forcing uniformity—it’s building coordination and consistency while respecting local differences. 

Essential Strategies for Multi-Location Success 

Once these foundational strategies are in place, companies can focus on advanced coordination techniques that ensure every location performs at its best. 

1. Standardize Core Processes While Allowing Local Flexibility

Establish clear, company-wide hiring standards, safety protocols, and performance expectations. This ensures quality and makes training easier across locations. At the same time, empower site managers to adapt these standards to fit their local workforce and facility layout. 

For example, safety requirements should be non-negotiable everywhere, but training methods or scheduling strategies can vary to match local needs. 

2. Build Communication Systems That Work

Regular check-ins between site managers prevent staffing problems from spiraling. With the right technology, you can also gain real-time visibility into staffing levels and worker availability. That way, when one site faces unexpected shortages, another with extra capacity can step in quickly. 

On the other hand, ensure that everyone across the board utilizes communication tools effectively. Stay away from information overload or using messaging platforms for unnecessary topics—people can use social media for that.  

3. Develop Location-Specific Talent Strategies

Each market has its own wage rates, competitor dynamics, and candidate preferences. A one-size-fits-all approach won’t cut it—recruiting strategies should be tailored to each location. 

For example, referral programs may be the most effective way to reach strong candidates in some regions. Industry data shows that while referrals often make up a small percentage of applicants, they consistently represent a much higher share of successful hires.² Meanwhile, building partnerships with local training providers may deliver better results in other areas. 

By understanding what works best in each market and adapting accordingly, you can improve both hiring efficiency and long-term success rates. 

Coordination Techniques That Drive Results 

So how can employers turn coordination into a competitive advantage? These proven techniques help multi-location teams stay aligned without losing the flexibility each site needs. 

1. Cross-Location Resource Sharing

Treat your entire network as one talent pool. With proper planning, employees can transfer between sites during peak periods. This flexibility prevents costly understaffing while giving employees career growth opportunities. 

2. Centralized Recruiting with Local Execution

A hybrid model works best: Let your central teams handle screenings, background checks, and skills assessments, while local managers focus on cultural fit and specific role requirements. This helps reduce redundancies while still focusing on efficiency and quality. While many companies still use a centralized recruitment structure, 35 percent have already adopted a hybrid recruiting model, according to Harver.³ 

3. Performance Benchmarking Across Sites

Compare productivity, safety, and retention metrics between facilities. Use this data to identify best practices and lift underperforming sites, rather than letting gaps persist. This ensures that every facility has sufficient support, training, and resources to operate efficiently.  

For deeper insights into how hiring practices impact turnover and performance across locations, see our Market Risks and Hiring Efficiency Report. 

4. Technology Solutions 

Modern multi-site staffing requires more than spreadsheets and phone calls. Cloud-based systems and mobile apps now make it easier to track staffing levels, request additional workers, and share updates across locations in real time. Automated reporting also ensures every site measures performance the same way—so comparisons are accurate and actionable. 

Read more: The Future of Warehousing: Preparing Your Workforce for AI and Automation 

Why Partnering Matters 

Coordinating multi-site staffing often stretches internal teams beyond capacity—especially during peak demand. That’s where the right partner makes all the difference. 

At The Job Center Staffing, we specialize in scalable, multi-site staffing solutions. With operations spanning nine states, we combine local market expertise with consistent quality standards. Our integrated reporting systems provide real-time visibility across all your locations, equipping you to spot issues early, share resources effectively, and maintain consistent performance. 

We know every market is different—wages, workforce availability, and competitor practices vary by region. Our tailored recruiting strategies ensure you get the right people in every facility, without sacrificing your company’s overall standards. 

Read more: Choosing the Perfect Staffing Partner: How to Find the Agency That Will Help You Thrive 

Build sustainable multi-site operations with The Job Center Staffing. 

Companies that master multi-site staffing don’t just survive peak seasons—they build scalability that fuels long-term growth. With the right partner, you can turn what feels like constant firefighting into a real competitive advantage. 

The Job Center Staffing delivers the expertise, technology, and local market intelligence to keep every location running smoothly. Our data-driven approach helps you identify quality candidates, reduce turnover risk, and maintain consistent performance across all your facilities.  

Ready to simplify multi-site staffing? Schedule a consultation with us today. 

References 

1. Hoffman, Eran et al. “Jobs at risk, regional growth, and labor market flows.” Review of Economics and Statistics, Nov. 2019, https://www.frbsf.org/wp-content/uploads/2019-11-22-Hoffmann-Piazzesi-Schneider.pdf 
2. Borchers, Callum and Ellis, Lindsay. “Landing a Job Is All About Who You Know (Again).” Wall Street Journal, 30 Mar. 2024, https://www.wsj.com/lifestyle/careers/networking-job-search-c6f06b0c 
3. “Centralized vs Decentralized Recruitment: How to Choose the Right Model for Your HR Department.” Harver, 22 Jun. 2021, https://harver.com/blog/centralized-vs-decentralized-recruitment/ 

Finding the right staffing partner during this time is critical. The wrong choice can leave you short-staffed, lead to safety concerns, quality issues, or cause delays that damage customer relationships. The right partner, on the other hand, helps your business handle peak season with confidence. 

Those who understand the importance of choosing the right partner not only secure sustainable staffing solutions but also build stronger long-term success. 

The High Cost of Poor Partner Selection 

Partnering with the wrong staffing agency often yields unfavorable results. According to UKG, the majority of manufacturing companies agree that frontline workers cost around $10,000 to $40,000 to replace.¹ Additionally, 56 percent stated that employee turnover affects their finances.  

Now, imagine you have a weak staffing partner—this cost can balloon quickly as you continue the cycle of rehiring and retraining new employees. The truth is that many agencies overpromise yet underdeliver, which can lead to unfilled shifts, unqualified workers, or high turnover.  

All of these can affect the productivity and efficiency of your operations. During peak season, there’s little room for error. Hence, you need to identify and choose the right staffing partner to avoid scrambling at the last minute, stressing managers and existing teams, or causing company-wide burnout.  

Read more: From Overwhelmed to Optimized: How to Solve Seasonal Workforce Challenges in Warehousing 

Red Flags That Signal Partnership Problems 

Be cautious of agencies that: 

• Promise unrealistic timelines without knowing your needs. 

• Can’t provide references from similar warehouse or manufacturing projects. 

• Discuss filling roles but avoid discussing worker quality or retention. 

The right partner will be upfront, realistic, and focused on both speed and long-term success. 

4 Essential Qualities of Exceptional Staffing Partners 

Remember that not all staffing agencies bring the same value. The best partners prove their ability to deliver dependable workers, even during your busiest times. Here are the key qualities to look for: 

1. Proven Track Record at Scale

A dependable agency should be able to show real examples of how they’ve handled large seasonal projects. Ask about their biggest deployment, how many workers they placed, and how they kept up quality while moving fast. Agencies that have done it before will be ready to do it again. Here are a few things you can look at: 

• Placement volumes during peak seasons 

• Time-to-fill average 

• Retention rates 

• Case studies or client testimonials 

2. Comprehensive Talent Pipeline Management

Top agencies don’t just start looking when you call. They keep in touch with workers year-round and build strong talent pools that can be mobilized quickly. Some even offer training or safety refreshers, so candidates are ready to step in and contribute from day one. 

This highlights the importance of choosing a partner with the knowledge and bandwidth to meet seasonal hiring needs. 

Here are a few things they do: 

• Partner with technical schools to help workers gain certification.  

• Keep a strong and healthy relationship with workers.  

• Understand the industry, allowing them to identify the right skills for the job.  

• Align organizations with candidates to ensure a good fit and longer work engagement.  

3. Rigorous Quality Assurance Processes

The best staffing partners verify skills, validate work history, run background checks, and ensure workers are safety-trained. This way, the people who show up at your worksite are prepared and reliable. The best partners also customize their processes to deliver solutions tailored to your specific operational requirements, rather than applying one-size-fits-all approaches. 

Agencies that check in after placement and monitor performance are especially valuable. This service ensures you have the support you need before any issues affect your operations.  

4. Technology-Enhanced Service Delivery

Progressive partners don’t solely rely on traditional methods. In today’s technology-driven world, staffing partners should make the process easier. This could involve using mobile apps for quick communication, dashboards that visualize progress, or implementing automation for a more streamlined hiring approach.  

However, they also understand that technology should only support, not replace, personal human services. The best agencies leverage both speed and human expertise to find top-tier talent. 

Building Partnerships: How to Identify an Agency’s Capabilities 

Staffing agencies are partners, not just vendors. That means more communication, more problem-solving, and a focus on continuous improvement. 

Strong partners share market updates, give workforce planning advice, and help you prepare for hiring trends. They take the time to understand your goals, challenges, and needs—not just your headcount requirement.  

Conduct thorough due diligence.  

When choosing a partner, ask for the agency’s detailed information about their candidate database, geographic coverage, and industry specialization. Understanding these fundamentals helps ensure the agency can meet your volume and timeline requirements. 

Examine their infrastructure capabilities. 

This includes office locations, the size of the recruiting team, and the technology they use. Agencies with robust infrastructure typically provide more reliable service during high-demand periods when many providers become overwhelmed. 

Assess their training and development offerings. 

Top-tier agencies often provide skills training, safety certification, and professional development opportunities that benefit both candidates and client organizations. 

The Job Center Advantage: National Resources, Personal Touch 

At The Job Center Staffing, we understand what’s required for peak season. With locations across nine states, we have the reach to find the people you need—and fast. On top of this, our local teams ensure you get personal attention and tailored solutions that fit your business.  

We don’t just place workers and walk away. Our comprehensive screening process, innovative solutions, and commitment to safety keep your teams productive and secure. With our experience in supporting countless peak seasons, we know how to deliver under pressure without cutting corners.  

When you choose The Job Center, you gain access to proven strategies that supported industry leaders through their most challenging periods.  

Don’t let the peak season pressure creep in—The Job Center is here to help with your seasonal needs.  

Reference 

1. “2024 Manufacturing Talent Trends Report.” UKG, 2024, https://www.ukg.com/resources/industry-brief/2024-manufacturing-talent-trends-report