01
Reach
Are you building a new generation of frontline talent who don't traditionally search for ur jobs?
Free five-minute employer audit
Is ur frontline recruitment process building the next generation of ur workforce?
Find out whether you're reaching the young people ur current channels miss, identifying potential beyond previous experience and getting the right candidates into roles quickly enough to progress, perform & stay.
Focused diagnosticPersonalised resultsFree to complete
GET UR FRONTLINE HIRING SCOREYOUR AUDIT PREVIEW
Where is ur frontline recruitment process holding you back?
01Reach68
02Assess54
03Sift77
04Retain61
Your commercial north starCost per retained hire
The search-to-serve gap
The next generation of ur workforce may not be searching for ur jobs.
Frontline employers need a consistent pipeline of people ready to fill roles as demand changes.
But younger candidates may not know the job title, sector or opportunity to search for, while traditional screening can favour people who already have experience.
The opportunity is to reach young people differently, identify the traits associated with success and surface suitable candidates sooner.
Can ur frontline hiring model reach the next generation, identify potential beyond experience, surface suitable candidates sooner and reduce repeat recruitment?
TAKE THE 5-MINUTE AUDITAudit preview
Where is ur frontline recruitment process holding you back?
The audit scores ur current approach across four areas.
02
Assess
Can you identify potential beyond previous experience and assess the traits associated with success in the role?
03
Sift
Can recruiters surface suitable, informed candidates quickly and make defensible decisions?
04
Retain
Are you identifying retention signals early enough to hire people who start, perform and stay?
Your commercial north starCost per retained hireSupported by: Application-to-offer · Offer-to-start · 90-day retention
Your four-part diagnosis
Can ur current recruitment model build and retain the next generation of ur frontline workforce?
The audit looks beyond application numbers to diagnose whether ur current approach is reaching the people you need, identifying their potential and turning suitable candidates into retained hires.
01
Reach
Are you building a new generation of frontline talent who don't traditionally search for ur jobs?
- reaches young people beyond traditional job search
- serves opportunities to people who wouldn't search for the job title
- uses social-first attraction to create discovery
- reaches talent for hard-to-fill roles and locations
- builds a reusable, employer-owned pipeline
- measures sources by suitable and retained hires
02
Assess
Can you identify potential beyond previous experience and assess the traits associated with success in the role?
- relies on CV history and previous job titles
- defines role-relevant behaviours and traits
- identifies practical fit such as shifts and commute
- assesses behavioural suitability consistently
- gives hiring managers confidence
- validates selection signals against outcomes
03
Sift
Can recruiters surface suitable, informed candidates quickly and make defensible decisions?
- makes it simple to apply
- keeps effort proportionate to the role
- minimises avoidable drop-off
- maintains communication through to start
- reduces unnecessary manual screening
- makes fit, suitability and intent visible early
04
Retain
Are you identifying retention signals at the start of the process to hire people who start, perform and stay?
- candidates understand the role reality
- genuine intent is visible early
- withdrawals, no-shows and failed starts are measured
- recruitment and operations share accountability
- the full cost of an early leaver is understood
- attrition data improves future hiring
The commercial reality
The vacancy is filled. But what did the retained hire cost?
Cost per application and time-to-fill only tell part of the story.
01Job-board and agency spend
02Recruiter and hiring-manager screening time
03Withdrawals, no-shows and failed starts
04Checks, onboarding and training
05Lost productivity and operational cover
06Early attrition and replacement recruitment
Make cost per retained hire the north star.
Supported by application-to-offer conversion, offer-to-start conversion and 90-day retention.
A low cost per application means little if you repeatedly pay to recruit, assess and train people who don't stay.
What you will receive
Find out what's holding you back from bridging ur ageing workforce.
Your answers create a personalised view of whether ur current model is reaching the right talent, identifying potential effectively, surfacing suitable candidates quickly and turning more hires into retained employees.
01: Overall frontline hiring scoreSee how ur current recruitment model performs overall.
02: Reach, Assess, Sift & Retain scoresSee exactly where the biggest gaps sit.
03: Symptom-versus-cause diagnosisUnderstand whether ur initiatives address the real cause.
04: Personalised next-step planSee where to focus next.
Better signal. Less time sifting. More time hiring.
“Since using urfuture, the biggest difference has been the quality of candidates. This has made a real impact on our efficiency, less time filtering, more time progressing strong candidates.”Claire Richardson · Head of Business Development, HIT Training
Get ur frontline volume hiring score
Can ur frontline hiring model reach the next generation, identify potential beyond experience, surface suitable candidates sooner and reduce repeat recruitment?
In around five minutes, find out where ur current approach is helping or holding you back across Reach, Assess, Sift and Retain.
Take the audit
Get ur Frontline Volume Hiring Score
Complete the focused five-minute diagnostic below to receive ur personalised results.
Questions and answers
Who is the Frontline Volume Hiring Audit for?
The audit is designed for employers recruiting frontline and entry-level talent at scale across food manufacturing, logistics, warehousing, transport, retail, hospitality, care, customer service and field-based roles.
When is the audit particularly relevant?
When you need to build a younger frontline workforce, reach beyond traditional job search, identify potential beyond previous experience, fill hard-to-recruit roles and locations faster, surface suitable candidates sooner or reduce early attrition and repeat recruitment.
What will I receive?
An overall frontline hiring score, four category scores across Reach, Assess, Sift and Retain, a diagnosis and a personalised next-step plan.
How long does it take?
Most employers complete the audit in around five minutes.
What happens to my answers?
Your responses are processed securely through ScoreApp and used to generate ur personalised audit result. urfuture can view submitted answers and scores to support relevant follow-up.