Hiring in a Low Unemployment Era
May 2018 unemployment numbers set a new 18 year low of 3.8%. According to a recent report by the U.S. Bureau of Labor Statistics, the unemployment rate remains very low for unskilled, hourly workers. As a result, fewer of them are looking for work and job vacancies go unfilled for longer periods of time.
Whether we’re talking about production employees, delivery drivers, or customer service employees, finding and keeping this type of talent is very difficult.
Here are some approaches to recruiting hourly workers that may help.
Target Your Job Posting – Typically, entry-level hourly employees rely on their mobile phones, and not personal computers, to access the internet. It’s essential, therefore, that your application process supports mobile interfaces and makes it easy to learn about and apply for positions via a smart phone.
Key word search terms Use multiple search terms. For a delivery driver position include the following: Type of license required, MVR, type of vehicle, area served, shift in your search terms
ICNC and Recruitment boards
ICNC has developed partnerships with numerous community organizations who prepare candidates for work. Their job readiness training and continue support to the candidate/your employee can help retain the new employee. Call ICNC for your next candidate.
Recognize that hourly, unskilled employees do not frequent LinkedIn. Indeed and Craigslist.org can be a powerful, cost-effective tool. Advertise a position that you feel has attractive pay and benefits for an entry-level worker, don’t hold back – promote these and other attributes as strongly as you can.
Using Social Media in Your Recruiting
Using your social media presence can be extraordinarily effective in finding talent. The best platforms for this are Facebook, Instagram and Twitter. Be sure to post your position on those platforms and include the link to your job application. On Facebook, you can create a career tab for your company. The key to making these platforms effective is to have your employees comment, share and like the posting so that it appears at the top of their feed, thereby using their network to promote your job to their peers and contacts.
Employee Referrals
Word of mouth can be enormously effective in building a workforce and your current employees can be your best ambassadors to the talent pool. Successful programs include something like this: $50 if the referred candidate lasts one month without attendance or disciplinary problems, an additional $100 after three months and an additional $150 after six months, for a total of $300 per employee. Typically, if a new employee lasts six months without attendance or disciplinary issues, she’s likely to be an excellent employee going forward, making the $300 investment highly worthwhile.
We would like to hear from you on what recruitment tools have worked for you! Send an email with the subject line "HR Corner" to [email protected].
Whether we’re talking about production employees, delivery drivers, or customer service employees, finding and keeping this type of talent is very difficult.
Here are some approaches to recruiting hourly workers that may help.
Target Your Job Posting – Typically, entry-level hourly employees rely on their mobile phones, and not personal computers, to access the internet. It’s essential, therefore, that your application process supports mobile interfaces and makes it easy to learn about and apply for positions via a smart phone.
Key word search terms Use multiple search terms. For a delivery driver position include the following: Type of license required, MVR, type of vehicle, area served, shift in your search terms
ICNC and Recruitment boards
ICNC has developed partnerships with numerous community organizations who prepare candidates for work. Their job readiness training and continue support to the candidate/your employee can help retain the new employee. Call ICNC for your next candidate.
Recognize that hourly, unskilled employees do not frequent LinkedIn. Indeed and Craigslist.org can be a powerful, cost-effective tool. Advertise a position that you feel has attractive pay and benefits for an entry-level worker, don’t hold back – promote these and other attributes as strongly as you can.
Using Social Media in Your Recruiting
Using your social media presence can be extraordinarily effective in finding talent. The best platforms for this are Facebook, Instagram and Twitter. Be sure to post your position on those platforms and include the link to your job application. On Facebook, you can create a career tab for your company. The key to making these platforms effective is to have your employees comment, share and like the posting so that it appears at the top of their feed, thereby using their network to promote your job to their peers and contacts.
Employee Referrals
Word of mouth can be enormously effective in building a workforce and your current employees can be your best ambassadors to the talent pool. Successful programs include something like this: $50 if the referred candidate lasts one month without attendance or disciplinary problems, an additional $100 after three months and an additional $150 after six months, for a total of $300 per employee. Typically, if a new employee lasts six months without attendance or disciplinary issues, she’s likely to be an excellent employee going forward, making the $300 investment highly worthwhile.
We would like to hear from you on what recruitment tools have worked for you! Send an email with the subject line "HR Corner" to [email protected].