Odds are that you don’t have the time you’d like to read all the blogs, articles or books that offer insight into the hourly hiring industry. So Snagajob asked our friend, Mel Kleiman – CSP, president of Humetrics, and a strategist for hiring and retaining the best hourly employees – to give us a rundown of the best articles he’s read recently and what you could learn from each. It’s like CliffsNotes for hourly hiring media.
When I was growing up, I couldn’t wait until I could get a driver’s licenses. The day I turned 16, I made my mom take me to the DMV to take the test. It was a rite of passage that couldn’t come fast enough for me and all of my friends.
But teens these days aren’t as eager to get behind the wheel. A University of Michigan Transportation Research Institute study found that in 2010, a mere 28 percent of 16-year-olds had driver’s licenses, compared to 44 percent in 1980. These numbers don’t take into account new laws increasing the minimum age to obtain a license, but older teens are driving at lower rate, too. From 1980 to 2010, 17-year-old licensed drivers dropped from 66 percent to 45 percent, 18-year-olds from 75 percent to 61 percent, and 19-year-olds from 80 percent to 70 percent.
What does this mean for hourly employers? Because front-line positions are largely filled by teenagers and young adults, the delay in getting a driver’s license could impact how some of your hourly employees get to work. Make sure you ask if a candidate has reliable transportation to get to and from work. And if your business is positioned on a public transportation route, highlight this perk in your job description. For a non-driving teen, being able to take the bus to work may make your open position more appealing than your competition’s.
I’m always looking for ways to do more in less time. Who isn’t? This article presents three good ideas that are worth a try.
- Reduce – Studies have shown that 40 hours a week of work is the “sweet spot” for productivity. If you’re working 50 hours a week, you’re probably only getting 35 hours of quality work from that time. Commit to no more than 40 hours and you may be surprised how much more you accomplish.
- Eliminate – It’s been found that 20 percent of your effort creates 80 percent of your results. Take a hard look at that 20 percent and work to eliminate the rest that it just taking up time. Eliminate unnecessary meetings, emails, etc. Once you’ve created space in your day, fill it back up with the tasks that produce results.
- Delegate – After you’ve narrowed your tasks to only the most productive, take another look and determine which ones you don’t have to personally do. While we may think we have to do everything, the ability to delegate is what sets the great managers apart from the average ones.
After years of research and being involved in thousands of interviews, I have determined that if I was allowed only one question during an interview it would be: tell me about the first thing you did to earn money and what three things you learned from the experience. Most people ask about the last job, which is like trying to watch a movie backwards. Why not ask about the first job and see how things develop?
This article builds on my question and presents a way to get to the heart of a candidates job journey. Go through each job, starting with the first, and ask the same three questions:
- How did you find out about the job?
- What did you like about the job before you started?
- Why did you leave?
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