Why Finding the Right Type of Hire Matter When It Comes to Hourly Employees
Non-professional hourly workers are the driving force of the American economy, composing over half of the total workforce. However, because there are so many hourly positions available, employers often face stiff competition to land the most competent employees in the face of high turnover rates. In addition, the prevalence of readily available online based gigs and services mean that loyal hourly employees can be especially difficult to hold onto.
These high turnover rates can be especially painful for companies that regularly rely on the hourly labor to fuel their enterprises. In fact, the average turnover cost of just one single hourly employee is just shy of 5,000 US dollars. Ouch.
That said, employers obviously want to land the type of hourly workforce that will stick around so they can avoid having to constantly repeat a time-consuming and costly recruitment process including posting local, national or immigration labor advertising, going through the interview stage, investing in onboarding, and nailing the training. In addition, new hourly recruits need to be competent enough to handle the job. Nobody wants to have to let a new employee go only to have to start back at square one with the entire recruitment process.
This is why it is especially important to get the hiring process right when recruiting hourly workers. With all that in mind, this list of handy tips will help employers ensure that find and retain the type of hourly workforce that will work hard and stay loyal to the company for years to come.
Insider Advice for Nailing the Hiring Process
1. Reach Out to Schools and Community Colleges
Local high schools and community colleges can be a fantastic option largely untapped resource when it comes to recruiting a willing and able hourly workforce. Many of these students who are just recently graduated or expected to graduate soon will be willing and able to jump into the workforce with gusto and gain some valuable experience.
While some employers are wary of hiring people with little experience in the required field, this is often unfounded. In fact, people with little experience are often not only incredibly eager to learn new skills, but they haven’t had a chance to develop any unproductive habits or tendencies to fall back on. This means that employers truly have the opportunity to nail the onboarding process by training their new recruits right the first time. In addition, employees who are fresh out of school or college are likely to be grateful for getting a chance to jump into the workforce, and will often be especially loyal to their employer as a result.
2. Don’t Underestimate Old Fashioned Advertising Methods
In the age of digital media, it is easy to take the power of time tested advertising methods for granted. The best thing about posting print ads in local shops, storefronts and notice boards is that this method especially targets the hourly workers who are located where they need to be located to have easy access to the workplace.
This can be particularly handy since an hourly employee is much more likely to stay with a company that is conveniently located in proximity to where they already live. This means that they are far less likely to jump ship if and when something closer comes up.
Posting print ads is also typically a crucial qualification of the permanent labor certification ads process, so anybody applying to sponsor a foreign employee will want to be sure not to sweep this one under the rug.
3. Post Ads in Plenty of Local Publications
Newspapers and local print newsletter and publication still have a wide following amongst hourly wage job-seekers. It is one of the most tried and true methods of finding work, and hourly employees are likely to continue to turn to these traditional forums for finding the right placement.
Once again, these types of place-specific journals are a great way to target employees who are located in close vicinity to the workplace. In addition, publications catering to different cultures or groups can be one of the most effective methods of immigration labor advertising.
4. Start Up an Employee Referral Program
There are lots of great reasons to start a referral program. Not only will the rewards and incentives boost morale within the company amongst existing employees, but it will also encourage them to spread a positive message about their workplace to others.
In addition, it also is a great way to find the most qualified hourly workers. After all, contacts of existing employees will likely be already of a similar background to those who have already proven themselves to be well suited to the job.
5. Host a Job or Recruitment Fair
Job fairs are not only a lot of fun, but they give potential employees an insider perspective of the company and who they will be working with so they are better prepared to make an informed decision.
If they understand just what they are committing to, they will be more likely to stick with the company in the long run.
6. Hit Up Those Online Job Boards
Online job boards are one of the first spots that hourly employees will typically turn when searching out a job, and it would be a shame not to take advantage of this powerful medium.
Even better, employers have the ability to extend their reach or keep their recruitment process strictly local, depending on what works.
7. Take Advantage of the Wide Reach of Social Media
Almost every company has an online presence on social media these days, and it would be a shame not to take advantage of this forum to post a free job ad. After all, anybody who already follows the company and their homepage is far more likely to be loyal.
In addition, employers can take advantage of groups that can help them target the specific type of workforce that they need.
8. Partner With a Profession Local and Immigration Advertising Agency
In order to maximize their chances of nailing a successful long-term hire, employers can save valuable time and resources by teaming up with a profession ad agency. These organizations have the know-how and experience to help an employer run an effective ad campaign that will land the perfect hourly employee for the position while giving owners and managers the freedom to focus on managing their bottom line.
