Jump start 2024 with 5 strategies to hire hourly workers
What’s your plan for hiring in 2024? With a new year comes new company goals, and you’ll need to make sure you have the staff you need to meet them.
If you haven’t adjusted your hiring strategies in a while, it might be time to try something new.
To attract, hire, and retain the hourly workers you need, lean into these five hiring strategies.
1. Optimize your job posts
Not sure why you’re not getting the applicants you need? Your job posting could be the culprit.
Use our Job Posting Checklist to make sure your post checks all the boxes for what matters most to workers. It can help you attract twice as many qualified applicants, with tips on what to include (and what to leave out), insights on words that are salient today, and how to make a great first impression.
While you’re at it, take a close look at your application process. See how you can save steps and eliminate barriers. Today’s workers don’t have the patience for overly complex and drawn-out hiring practices.
2. Embrace today’s gig economy
There’s no way to avoid scheduling drama. Inevitable sick days, last-minute PTO, seasonal surges, and other gaps are to be expected. The secret to managing that stress is to welcome fresh opportunities with gig workers.
Unlike traditional part-time work where you might source, train, and utilize a worker for a week, a month, or longer, Shifts by Snagajob sends you vetted hourly W-2 workers who pick up any shift at a moment’s notice. There are no delays with recruiting and onboarding, and less overall cost.
Shift work aligns with today’s job seekers who want this exact sort of freedom and flexibility. They have other interests and won’t commit to the traditional 40-hour work week.
3. Have an “always-on” hiring strategy
While some jobs are perpetually hard to fill, and others may spike in demand now and again, don’t fall into the trap of focusing exclusively on these troublemakers.
Instead, take a holistic approach to hiring that ensures you always have access to a full roster of available workers by keeping some job postings open year-round to collect candidates. In short, be proactive, not reactive.
With turnover an unfortunate reality of doing business, you’re well advised to have a constant pipeline of talent that doesn’t require a lengthy time to hire.
4. Take care of your workers
Attracting workers is one thing. Keeping them is another. Both are critical, as turnover is par for the course and can leave you stranded high and dry.
Building an environment of mutual trust and success is critical – including for your bottom line. Replacing a worker who quits can cost thousands of dollars, along with hours of staff time in recruiting and interviewing.
So make sure you’re building a culture to retain talent. Many workers rank social values among their top factors for choosing a job. Read: It’s not just about money these days. Also, appeal to emotional needs and be sure to encourage feedback and promote team building.
But, that being said, money does matter. To attract candidates you’ll need to pay competitive wages and offer worthwhile perks (free lunches, employee discounts, or whatever you can dream up).
The more you can do to keep workers happy, the less chance they have of bailing on you for the next shiny new job to come along.
5. Look to expand your talent pool
Traditionally, you’ve probably had a fair level of success exclusively recruiting workers with a certain skill set. That’s not going to cut it today.
Focusing less on work experience and more on how someone can grow into a position can open up an entirely new talent pool for your job opening.
In our latest worker survey, more than half of workers say they’re open to any kind of work regardless of industry. So open your hiring pool to people with the soft skills needed for success. Look for candidates with the ability to communicate, organize, show empathy, or other traits specific to your position. You’ll find these skills in applications in the form of volunteer work, coaching, student activities, and other non-traditional “work” areas.
Look in worker segments you might not have considered before. Right now teens and Gen Z workers are joining the workforce – you might want to partner with local schools to tap into their network. Employee referrals can be a great source of talent. And look at mothers and retired people who may be ready to come back to hourly work given today's uncertain economy.
You’ll also find hidden labor pools, such as second-chance hires who are among the most trusted and productive employees. And don’t forget workers with disabilities, veterans, and other groups of talent who are ready, willing, and able to help.
Snagajob is here to help you hire and avoid the stress of worker turnover, scheduling gaps, and other staffing issues. Learn more about our solutions for Enterprise, mid-market, and small business employers.