Talent sourcing gut check
You can’t hire great people if they don’t apply. It’s for this reason that you have to take the right approach to sourcing potential applicants. The good news is there are a slew of sourcing methods available. The bad news is they won’t all deliver top talent suitable for your hourly jobs.
Let’s take a look at some sourcing methods at your disposal and examine the pros and cons of each. This is not an exhaustive list, but it will give you a good idea of some of your options.
Classified ads may be the old-school way to announce your openings, but people still open the Sunday paper eager to see what new jobs are available. The down sides are they don’t always deliver the best return on the investment, exposure is limited to the ad run, and to reach multiple markets you’ll have to invest in multiple ads for adequate exposure.
“Help Wanted” signs
“Help Wanted” signs can be useful because they draw in applicants who are aware of your business and likely to live in the area. But using in-store signage limits your applicant pool to those who pop in or happen to drive by, and for so many reasons your next employee of the month might not have a way of knowing you’re hiring.
It’s free to use your site to recruit, and job seekers who know your brand will keep an eye on your site for openings. However, just because a job seeker doesn’t think to check your site doesn’t mean that he or she wouldn’t be a top performer. You may sell yourself short by limiting your exposure.
Social media posting
Social media as a recruiting tool is seeing widespread adoption. More and more frequently it’s the way for job seekers and employers to come together. Your job posts on social media sites will likely be seen by a lot of people, but more is not always better. You could end up swimming in applications that won’t lead to a hire. And you you turn your employment branding over to…everyone.
General job boards
General job boards will give you instant access to a large pool of candidates and give you a way to measure your return on investment fairly easily. But general job boards are just that – general. You could see a flood of unqualified applicants or from those looking for something different than what you have to offer.
Niche job boards
Niche job boards provide the same large pool of candidates, but when you post on a niche job board you will reach a highly targeted group of job seekers looking for your type of job. While some have a less-recognizable brand than general job boards, niche job boards are growing in popularity. Job seekers who are looking for a specific type of job are likely to be turning to niche job boards.
So what’s our advice for the best way to attract and hire great hourly employees? We always encourage employers to cast their nets wide. That said, you have to go to where your target audience is if you want to have the best chance of hiring top talent. By using a niche job board, you’ll remove the step of reconciling a job seeker’s need with what you have to offer because you’ll speak directly to hourly job seekers. When you’re reaching your target audience, your sourcing spend is better justified and your return on investment will shoot through the roof because job seekers who apply through a niche job board are two times higher in quality in comparison to candidates from general job boards, and eight times the quality of hires from newspaper ads.
If you’re looking for hourly employees, it just makes sense to go where the hourly job seekers are, especially when you have 30 million hourly job seekers ready and waiting for you, as is the case with Snagajob.