It’s time for part three of our four-part series on the top categories – or personalities – of hourly job seekers. Over the last two months we’ve brought you insights into what makes retirees and part timers tick, and why you should want to hire them. This month we’re digging in to career hourly workers (or “new collar workers” as we like to call them).

Career hourly workers share many of the same traits as part timers, so some may want to lump the two groups together. But career hourly workers have a few key differences that set them apart, the two most important of which are time and motivation.

Career hourly workers work full-time hours at hourly positions. While shifts may not take the same shape as the traditional 9-to-5 salaried positions, career hourly workers put in a full day’s work, whether it’s opening a coffee shop at 5:30 a.m. or closing a restaurant at midnight.

The second differentiator for career hourly workers is motivation. Career hourly workers don’t hold hourly jobs as a way to supplement salaried income or because they need time for other activities like school or parenting. Career hourly workers view their hourly job as their career. Whether they are working full-time with one employer or are holding multiple hourly jobs, career hourly workers envision themselves as hourly workers for their entire working life.

So who are career hourly workers?

According to a Snagajob survey, 40 percent of 18-29 year olds see themselves as career hourly workers. That’s virtually tied with the 41 percent who consider themselves a career salaried worker. While our survey found that those without college degrees have a higher propensity to think of themselves as a career hourly workers than those with degrees (48 percent compared to 62 percent), nearly a quarter of those with a college degree are career hourly workers or intend to follow that path.

Employers stand to reap a host of benefits from hiring career hourly workers, the largest of which is employee loyalty. Hourly employees who ultimately see themselves in salaried positions are more likely to turnover when a salaried position becomes available. If engaged in their work, career hourly workers could prove to be your most loyal employees.

If the idea of hiring a career hourly worker is enticing, you’ll need to look at your job opportunities to determine if they offer the key perks that will resonate with this group.

  • Hours – Career hourly workers want to put in the time. If your business is open to letting employees work double or longer shifts or full-time, you may be more attractive to a career hourly worker than an employer who keeps a hard and fast limit on hours.
  • Flexibility – If you can’t give your hourly staff longer shifts, are you flexible enough with their schedules to allow them to hold down two jobs? Flexibility can mean openness to a set schedule too. If an employee can count on the same schedule every week, working a second job will be much easier than if the schedule changes from week to week.
  • Benefits – Career hourly workers put in the same amount of time at work as salaried employees, but may hourly positions (often considered part-time positions) don’t offer benefits. If you’re able to offer paid time off, medical benefits or any benefit typically reserved for salaried jobs, you will stand out.
  • Teamwork – Snagajob’s survey found that 30 percent of career hourly workers say that their co-workers are the best thing about their jobs. Highlight the opportunities that your employees have to become part of a team. Do you engage in team building exercises? Do you foster a culture of collaboration? If so, include this in your job description.

If your job opportunities offer these benefits, then you may be able to attract members of the large, eager and loyal audience of career hourly workers. And your business will thank you.