Identifying Hourly Employees I. Know Your CAPS
This section will unravel the mystery of finding the employee that fits well into your organization. You've probably heard some business leaders state that as long as that person can fog up a mirror, they'll take them. But that strategy never works even for the most menial of job tasks. Quality candidates is what we're shooting for here. People with at least some basic skills and knowledge who can be trusted to work with integrity, seeking direction at appropriate times.
Our job as business leaders, hiring managers and HR supervisors is to first establish what the person we need actually looks like. We need to determine, at the bare minimum, this candidate's required CAPS, or:
• Capacities —
the physical and mental requirements to do the job
• Attitudes —
customer service skills, dependability, etc.
• Personality —
the traits needed such as temperament and assertiveness
• Skills —
what is required to perform well on the job
To acquire this information won't take long. In fact, you probably already know the answers. Simply look at what is currently required for the job positions you now have. What does it take to do those jobs? What are the capabilities they would need to perform the job successfully? What skills? And what kind of attitude or personality would they need to possess? II. Design a Job Description
After you've identified the type of employee you need for your business, it is time to construct a good job description. And don't worry about this taking up a considerable amount of your time. Since you already know what is required to successfully perform at a particular job, creating a quality, workable job description shouldn't take more than 20 to 30 minutes. The job description is one of your best communication tools. Having them in place helps keep employees in their lanes of operation and avoids confusion through the entire hiring process.
The job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. Job descriptions should communicate five things:
• Let the job candidate know what you are looking for
• Explain how the employee's job fits into the company's Vision, Mission and Purpose statements
• Set clear expectations for the employee
• Help you cover all of your legal basis, e.g. physical requirements and how those impact the Americans with Disabilities Act
• Provides the foundation for performance reviews and compensation decisions
According to a Society for Human Resources (SHRM) article,
although the structure of the job description may vary from company to company, all the job descriptions should be standardized so that they have the same appearance.
When you construct your job descriptions for hourly positions, the following topics should be included:
• Job title
— Name of the position
• Salary grade
— Compensation levels, including minimum and maximum pay
• Reports to
— Title of the position this job reports to
— Date when the job description was written or last reviewed
— Summary and overall objectives of the job
• Essential functions
— Essential functions, including how an individual is to perform them and the frequency with which the tasks are performed. These tasks must be part of the job function and truly necessary or required to perform the job
— Include here the knowledge, skills and abilities required to perform the tasks of the job. (Remember this is what you've previously determined)
• Supervisory responsibilities
— Direct reports, if any, and the level of supervision this candidate may have
• Work environment
— Define and describe what the work environment is like. Will the employee be working in a hot conditions? What is the level of noise? Are they working inside or outside? Include any other factors that will affect the person's working conditions while performing the job
• Physical demands
— Describe the physical demands of the job, including bending, sitting, lifting and driving
• Position type and expected hours of work
— Define here if the position is full time or part time, typical work hours and shifts, days of week, and whether overtime is expected
• Required education and experience
— Include if the candidate must have a certain level of education or experience based on requirements that are job-related
• Additional eligibility qualifications
— Include here any additional requirements such as certifications, industry-specific experience and the experience working with certain equipment, (e.g., forklift operations, short-order cook, phone operations)
• Affirmative action plan/equal employment opportunity (AAP/EEO) statement
— Include here that you are an equal opportunity employer. Other similar statements and communication should be included in your hiring packet or employee handbook
Once you've completed your analysis of what type of employee you need and constructed a job description for that employee, it is then time to find candidates to fill open vacancies and perform those described job tasks. Finding Hourly Employees I. Know Where to Look
Candidates for hourly employment are everywhere, but why is it so difficult to find them? In fact, according to the Bureau of Labor Statistics
, 59% of the US workforce, or roughly 78 million Americans are now paid on an hourly basis. These are folks who have chosen to work hourly, yet businesses struggle everyday to find them. Part of the problem is that these businesses are not looking in the right places.
by PeopleMatter (now called Snag), found that out of 974 companies surveyed, two-thirds of respondents said they need more applicants than they receive and 60% are unsatisfied with applicant quality. Respondents reported that most service industry workers are recruited through employee referrals (71%), followed by the company website (59%t), job boards (59 %), walk-ins (48%), social media (34%) and local advertising (34%). However, the top source by quality is social media. Quality social-media-sourced applicants rose 28% against walk-ins and 15% against employee referrals, according to the survey.
Conclusion: go to where the quality applicants are—social media. According to the Pew Research Center
, millennials are the largest workforce in the US. These are the folks who use social media. They are tied to Facebook, Instagram, LinkedIn, and so many more. Employers who tap into this resource will find a wealth of qualified candidates, but they must be strategic with their search.
Here are five tips
, by order of importance, for finding quality hourly employees:
1. Go Social
—Don't just post willy-nilly to Facebook and other social media sites, but be strategic and form groups on Facebook. For example, you can form "Coffee Experts in San Francisco" to hunt for baristas, or "Hostess with the Mostest in Redwood City," to attract needed restaurant help. Respondents are typically more likely to respond to a group on Facebook than a help-wanted ad.
2. Go with Referrals
—According to the survey mentioned above, employee referrals was at the top of the list for recruiting employees. That's because employers trust good employees to recommend someone like them. But referrals can come from various sources including your competition, customers, and vendors. You can't go wrong looking at referrals from people you trust.
3. Go Postal
—Get in the habit of posting, or delegate this task, a job available everyday on top internet sites such as Craigslist
, and ZipRecuiter
. By consistently posting and re-posting your job ads daily, you sometimes move up lists and stay fresh in the eyes of the job seeker. Be creative with your ads, but to the point. People seeking hourly jobs typically need work yesterday, so be both brief and creative.
4. Go to the Fair
—Local job fairs are time-consuming and costly, but can be worth it, depending on the setting. If the timing and location of the organized job fair is right, spend all you can for a booth and staff it well. You or your people should be ready to speak to a lot of folks attending and hand out prepared packages about your company. Give attendees who come to your booth a trinket that will stand out. Don't just hand out pens with your company name on it. When Boston Beer, maker of Sam Adams attended a job fair, they handed out bottle openers with their name on them.
5. Go Back to School
—Some local schools may put on job fairs too, but aside from those, visit high schools and community colleges in your area and ask where you can post information about your company. Most universities and some high schools allow you to place information in a designated location where students know to go to find work. As with the job fairs, be creative in your ads and company literature. Remember, you are competing with so many others in your community who are also experiencing high turnover rates.
Just as with fishing, you have to go where the fish are—or where you think they will be going. Job candidates can be a slippery bunch. Use these five tips to reel them in and keep them. II. Be Attractive
Just as in dating, if you want to attract suitors, you have to look attractive. In the same way, to find hourly employees, you must make you and your company presentable. According to a survey of 1,290 employees conducted by Kepner-Tregoe
, 64% of workers stated that the company's management wasn't initiating programs to reduce turnover or make the company more attractive to those seeking work. Making your business more attractive to those seeking employment will help you stand out above the noise of so many more hustling to latch onto hourly candidates.
To attract, and even keep, good hourly employees, you must first develop what is known as Employee Value Proposition (EVP), which is a fancy term defining the total value an employer offers to their employees in return for their work. It is more than compensation and benefits, (or tangible rewards), but a mix of tangible and intangible rewards such as great company culture, interesting projects to work on, flexible hours, etc.
When courting someone we typically put on our best clothes, fix our hair, and be on our best behavior. When trying to be more attractive to job candidates, here are five things to consider:
1. Be Positive
—Do all you can to create a positive work environment. Give positive reinforcement to the employees you have now. Let them know they are appreciated. Often just saying the words, "I'm impressed with you..," or "I enjoy working with you," can go a long way to motivating and showing them that they matter to the organization. The message that your business is a positive, fun place to work will spread. Typically, as friends gather for social activities or school, talk turns to making money which turns to working, which directs the conversation toward your company because it is a positive place to work.
2. Implement Creative Compensation
—Do more than simply offer a better paycheck than the competition. Come up with creative incentives that fit your workforce. Give movie tickets, certificates for a car wash, and tickets to concerts as rewards and bonuses. Find a way to offer more and better things than your competition.
3. Develop Great Culture
—Company culture is something that most hourly employees can get their heads around. Company culture is all about the theme or interwoven thread that runs through the business. A good culture is welcoming and interesting. I recommend reading Seth Godin's book, Tribes
, which is all about developing a following and using that following to gather more followers. The more you understand your tribe, the more you can offer them.
4. Help Your Employees Leave
—Of course you don't want to lose your good employees, but one great way to become more attractive is to offer resources to your employees for advancing their careers. Start a company library, invite recruiters or career planners from local colleges to come in and share with your employees what is available for them. Sounds scary? It is, but you will develop a reputation of an employer who looks after their employees. Install Opportunities for Work/Life Balance
—Do all you can to be flexible with work schedules to allow employees to take time off for school, family, rest, or just to have fun. Even if your business requires someone working during set hours like a restaurant or store, there is still wiggle room for allow for some balance in the lives of your employees.