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The State of Hourly Hiring and Selection Tools 2022: Optimize recruiting strategies for high-volume hiring success
HR Research Institute Research Report and Infographic
June 2022
Hourly workers account for a whopping 73.3 million workers ages 16 or over in the United States. Employers have had to adapt to fluctuating and evolving work demands with more creative talent acquisition strategies like hiring of temporary or hourly earners (ie. seasonal hires, tipped labor and contingent workers) or recruiting in large numbers or “high-volume recruiting.” High-volume recruiting requires employers to bring on anywhere from a few dozen to tens of thousands of new employees at any one time, often for the same or almost identical job openings. Our report will focus on these dynamic methods of agile recruiting during today’s post-pandemic phases and challenges. We invite you to download and read the full report with 10 key takeaways from this annual research to learn how these outcomes and insights may apply to your organization.
To learn more, we invite you to download and read the research report today:
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Hourly Hiring: Advisory Board
The HR Research Institute is honored to have this esteemed group of professionals join our The State of Hourly Hiring and Selection Tools 2022 advisory board to help guide HR.com’s primary research. The advisory board's goals are to influence the HR industry’s thought leadership and best practices and to advance the competencies and skills of HR professionals.
Randy Bailey, Talent Intelligence lead, Walmart
Andres Blank, Founder, Fetcher
Jaye Dennison, Talent Strategy Lead, Allegis Group
Rob Dromgoole, Sr. Director Recruiting, Choctaw Nation of Oklahoma
Luc Dudler, GM of AI and automation, SmartRecruiters
Clare Horvik, VP, Marketing, Verified Credentials
Courtney Martinez, Head of TA, Lou Malnati’s
Jennifer Kotie, Head of Talent Brand, Regis Corp
Jeanette Leeds, Head of Hourly Hiring Solutions, AMS
Omer Molad, Co-founder & CEO, Vervoe
Candace Nicolls, SVP, People, Snagajob
Shannon Pritchett, CMO, hireEZ
Fara Rives, Head of Product, PredictiveHire
Nico Roberts, VP, Strategic Initiatives, Fountain
Caleb Sample, Head of TA, Aspen Resorts
Josh Secrest, VP High Volume Hiring Solutions, Paradox
Andres Traslavina, Head of TA, Whole Foods
HIGHLIGHTS FROM THE RESEARCH:
Job knowledge and/or competency tests are the most common assessments for high-volume hiring
Of the organizations that do use pre-hire assessments for high-volume hiring, 75% use them to test specific job knowledge or competencies. More than half also say they use the following types of pre-hire assessments:
aptitude tests (57%)
personality tests (56%)
cognitive ability tests (52%)
Although survey instruments, chosen by 54% of respondents, are superior to classroom attendance as a metric of engagement, such surveys are often pro forma feedback forms or “smile sheets” handed out to learners after training sessions.
Most organizations will hire candidates with prior felony convictions, but these hires are often contingent on other factors
We asked participants about whether their organization hires candidates with prior felony convictions and/or those who have been incarcerated. Most (66%) say they will hire such candidates but few (just 15%) say they have “a hiring initiative in place specifically targeting those who have been previously incarcerated.”
To learn more about The State of Hourly and High-volume Hiring 2022 survey and to get strategic outcomes and 10 key takeaways from this exclusive HR.com Research Institute research, please read the complete report here:
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