According to a recent SHRM Report March 2010 shows a net total of 21.3 percent of HR Managers who reported an increase in hourly hiring for the month. While the job market still has quite a way to go, an increase is always good news. As the economy prepares for more and more hourly positions, it is a good time for Recruiters and Hiring Managers to evaluate their hourly hiring process.
Hourly employment often sports a notoriously high turnover rate, and thus, it may seem difficult to ease the hiring process. Think again! Start by evaluating how well you find quality candidates. Finding top talent is important not only for worker productivity, but for worker retention. Sourcing workers willing to dedicate themselves to the job will bring you one step closer to an optimal hiring process and a lower turnover rate. As obvious as the following may be, here are three questions to ask yourself:
1. Are you utilizing the data taken from your Workforce Planning Analysis?
Regardless of if your business has pressing seasonal hiring demands, planning is quite important. Analyze your past hiring trends either through a computer program like Excel or more advanced talent management systems, as past data may be the key to preparing for future hiring surges. Highlight which months see a rise in turnover and which months see a lull in candidate engagement. By doing so, you will be more prepared to proactively source top talent. You will be one step ahead of the rest and your company will be able to hire top talent before your competitor does.
2. Where are you posting your open positions?
Post positions where your target candidates will see them. Hourly candidates usually apply to jobs that are located within a five mile radius of their home. Therefore, post appropriately. Utilize local print publications, post on local web-boards, use social media sites and of course, have plenty of applications available for walk-ins.
3. How long is your application process?
Simple is better. By having a straight-forward, concise application process, candidate engagement is likely to improve. Higher candidate engagement=Larger talent pool=Easier to source top talent. Go one step further and make your application an automated process. Nowadays, many hourly hiring businesses are utilizing applicant tracking systems to create an entirely web-based application process. Additionally, for those who have a lot of walk-in candidates – install online application kiosks in-house. Candidates are more likely to fill out an easy-to-complete application; and bonus for the manager: candidate information is stored on a web-based location so you no longer need room for employee data storage. Efficient and effective hourly hiring process means fewer headaches for the recruiter and hiring manager.
Your company could be next in the SHRM hiring analyses; therefore, start evaluating your hiring process today. Be proactive and begin building your quality workforce!
What are some other good ways to ease hourly-hiring processes? Does anyone else have any suggestions?
