Our last white paper, 5 hourly hiring trends: how to adapt to grow, examined the trends that are out of employers’ control and would require that employers adapt in order to weather the trends and maintain, or generate, growth.
In this white paper, we dig into the trends that, while still outside employers’ control, can be tempered through internal perspective shifts in the way employers look at hiring and retention. Adopting these subtle shifts can help employers use rising trends in their favor to build a top hourly team that will deliver results.
Your approach to hourly hiring and retention is only partially up to you. You can develop policies that will help you recruit, hire and retain the best talent for your frontline, but there are factors at play that can push you off course.
A large majority of the elements that impact the hourly industry are out of employers’ control but they can influence the approach and ability to hire an hourly workforce. Understanding the trends impacting the hourly landscape and how they influence your ability to build a strong team is the best way to reduce the consequence of, or capitalize on, emerging trends.
In this white paper, we provide an overview of the top five evolving trends that are beyond employers’ control and ways to adapt in order to grow.
The applicant looked fantastic on paper and knocked the interview out of the park only to turn around and perform abysmally. Sound familiar?
You can avoid this situation by assessing applicants on the front end to better predict the applicant’s compatibility for the position. Assessments go beyond screening for qualifications and into the applicant’s character to determine if he or she has the qualities necessary for success.
In this white paper, we’ll take a look into the science behind assessments to give you a fuller understanding of how an applicant match is determined, and we’ll dig into the value propositions that trickle down to the bottom line when you put stock in assessments.
Conducting a thorough background check before you hire hourly employees will help ensure that you’re hiring a workforce that will protect your brand, customer experience and business.
But you can’t just dive into background checks without understanding the nuances of the environment. Even if you’ve been conducting background checks for years, the landscape is constantly changing, so a refresher on the process and a gut check regarding what’s fair game is warranted.
In this white paper, we’ll touch on the drivers for background checks, and then we’ll cover some aspects of background screening that you may not have thought about before or maybe haven’t thought about in a while.
Hiring great people is impossible if great people don’t apply. Sourcing is the most important piece of the hiring puzzle, and, perhaps not coincidentally, the piece that can cost you the most if done incorrectly.
Spending money on sourcing is justified when it is money well spent. Because your hourly employees have more customer interaction than any other employee group, investing in your front line will help drive bottom-line profits.
In this white paper, we’ll take a look at the sourcing landscape to help you get a handle on the true cost of sourcing and to give you an insider’s view on how to source smarter.
The costs associated with building an hourly workforce can cripple a business. Local, state and federal governments set aside a dizzying array of funds to incentivize hiring that can offset these costs, yet many employers either aren’t tapping into them at all, or they aren’t maximizing what’s available to them.
Hiring technology, such as a robust talent management system (TMS), can earn companies hundreds of thousands of dollars a year by identifying the people who qualify for tax credits during the application process and automating the management and submission of forms.
In this white paper, we’ll dig into how to use a TMS to turn your hiring process into a profit center.
Seasonal staffing decisions are among the most critical you will make to the continued health and viability of your business. So how can you best build and manage a sound seasonal staffing strategy for your hourly workforce?
Especially when such a strategy seems like a compilation of head-scratching paradoxes – a series of seemingly self-contradictory propositions. But, when planned and executed correctly, your strategy can turn into a series of best practices when the peak season dust settles and the final numbers are tallied.
In this white paper, we’ll present the smart approach to seasonal hiring, even if it is unorthodox.