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Hourly workers make up more than half of today’s workforce. They also present an entirely different set of unique challenges to recruiters than salaried workers. According to the Workforce Institute, hourly employees have turnover rates that run from 70-120% per year in most industries. As such, these positions can prove difficult to keep filled.
However, there is a solution. Using effective and efficient hiring practices allow companies to acquire the best talent to fill their positions quickly and make a better candidate experience which can hopefully improve retention rates. That’s why today we’re taking a look at what recruiters need to know about hiring hourly workers.
What You Need to Know About Hiring Hourly Workers
When you’re looking to hire hourly workers, it’s necessary to have an efficient hiring process to provide your company with a fully-staffed team. It doesn’t matter if this is for seasonal roles, or filling general service positions, an effectively streamlined hiring process is essential. So, here’s what you need to know do just that.
Maintaining a fast time-to-hire is key to keeping your roles filled and ahead of employee churn. What’s more, an unfilled role can damage your company as well as cost your organization money for every day it’s left vacant. This varies from industry to industry, but the average cost to fill a vacant position is $98 a day according to Zippia.
Equally important is the need for clear and concise communication in your hiring cycle. That means building trust with your candidates throughout the hiring process from application to job offer. That means showing your candidates how you care through how you communicate. Additionally, the hiring process lays the foundation of a candidate’s employment and is a perfect time to use your brand voice so candidates get an idea of what they can expect working for your company.
One way to achieve both a fast time-to-hire and improved communication with your candidates is to enable candidates with a fast and flexible solution to handle the interview stage. Qualifi’s innovative on-demand interview platform allows you to do just that.
Which is better, phone interviews or video interviews? See how they compare.
How to Approach Hiring Hourly Workers
Industries that hire hourly candidates often face a high churn rate. To counter this, you need to expand your candidate pipeline. High-volume hiring allows your recruiters to quickly fill vacant positions as they open with a ready pool of candidates. Consequently, this requires you to improve your candidate attraction. And once again, Qualifi is here to help.
Qualifi’s upcoming candidate attraction feature allows recruiters to attract candidates from 5 new channels, reaching new applicants while allowing them to interview at the moment of interest. This includes utilizing social media engagement and location-based recruiting to meet candidates where they are and take them from scrolling to interviewing in moments.
Additionally, Qualifi’s SMS Engagement feature will soon be available to expand candidate options even further through text-to-apply. This comes at a time when, according to iCIMS, 89% of Gen Z college seniors report feeling comfortable texting with potential employers as part of the hiring process. That allows you to engage candidates with texting apps. Which gives recruiters yet another opportunity to quickly engage candidates in a medium they’re comfortable with.
Use the Right Tech Stack
To achieve any of this means using the right tech stack that works with your team. Qualifi offers an on-demand interview platform that allows you to reach hundreds of candidates for hourly positions in moments. Virtual interviews enable you to invite candidates to interview as soon as they apply, and AI and machine learning help recruiters screen the candidates, freeing them to focus on the most qualified applicants.
Qualifi integrates seamlessly with your existing tech stack, working alongside other applicant tracking and candidate relationship management systems.
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