If you’re involved in hourly hiring, telling you that turnover is a problem is like telling you that sometimes when your employees call in sick, they’re actually not. (Especially if they recently purchased a Wii.)
The problem is that as soon as you lose an employee, you can’t afford to wait weeks to get a new employment ad circulated, interview and hire. You need someone who’s qualified tomorrow. And heck, sometimes you need that someone yesterday.
Here are a few tips for making sure you never get stuck in the hourly hiring slow lane:
Set up a pipeline
If you’re relying on simply sticking a ragged cardboard “Help Wanted” sign in the storefront when you need to fill a job, the odds aren’t good you’ll get the turnaround you’re seeking. That’s why it’s important to be proactive, and to always have quality applicants targeted in your sights who can start a.s.a.p.
Filter and focus
Wouldn’t it be great to never waste your time interviewing applicants who aren’t of the caliber you’re seeking? You can…very easily. By getting your job descriptions on the Web, many online recruitment partners can set up screening capabilities so that only pre-qualified candidates make it to the chair on the other side of your desk. Just imagine how much time that would save you, especially for those interviews that you wish you could end after two minutes...without being rude.
Act fast
Recruiters in the corporate world can afford to string along candidates for weeks with a follow-up email here and a phone message there. But you can’t be so patient with hourly recruitment. Because of the aforementioned turnover in the hourly employee marketplace, the best and brightest hourly workers are snatched up quickly by eager employers.
Tackling turnover is just one of the tenets of an effective hourly recruitment strategy – a strategy with a consistent, proven foundation that works wonders when tailored to specific client needs. We’ll continue to explore more of these hourly hiring disciplines and how they can help streamline your recruitment practices in future blogs.
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