HourlyWork’s Post

Supporting a frictionless hiring process for hourly workers is key in today's job market, and our latest article breaks down what works (and what doesn't). Find out how simplifying applications, ditching resumes, and speeding up communication can transform your hiring process. - Keep It Simple: Overcomplicated applications drive candidates away. - Skip Resumes: Most hourly workers don't have one—don't lose out on talent. - Automate and Communicate: Use technology to make hiring faster and keep in touch with candidates effectively. Make hiring effortless for you and your candidates. 🔗 Read the full article now: https://lnkd.in/enTs969z #HourlyHiring #RecruitmentAutomation #HRTech #AppyHere #InnovativeHiring

🚀 Unlocking the Power of Quick Apply in Hourly Hiring 🚀 In the fast-paced world of hourly recruitment, speed and efficiency are paramount. Our latest blog explores the critical importance of the Quick Apply feature, a revolutionary tool reshaping how businesses connect with talent. Learn how incorporating Quick Apply into your hiring strategy can streamline the process, enhance candidate experience, and dramatically improve your success rate. 🔗 Read the full article now: https://lnkd.in/d3JbHtss #HourlyHiring #QuickApply #HiringSuccess #TalentAcquisition #RecruitmentAutomation #HRTech #AppyHere #EfficientHiring #HR 

Interesting facts you should know about hourly hiring and why speed, intuitive technology, and elevating the human experience matter! ⚡ Over 70% of hourly candidates will NOT apply if it takes more than 15 minutes 💡 Over 70% of hourly candidates utilize their mobile device as their computer and most don't have a resume 😮 Over 50% of candidates never hear back regarding their application status Let's change the game together! #recruitment #recruitmentautomation #talentacquisition #hyperautomation #candidateexperience #userexperience #ai #aicommunity #aiadoption #hr #hrcommunity #hrconsulting

The 2024 @MotionRecruitment Tech Salary Guide has officially arrived 📣 This year’s guide is a must-download, with insights into how AI is changing the industry, expert advice for hiring managers and job seekers, salary data for 120 tech roles, and more. Get your free copy for Atlanta here: https://ctrly.io/OvhTZ #salaryguide

The need for speed: Jumpstart your hiring process for hourly workers According to the Bureau of Labor Statistics, the number of U.S. job openings recently hit 10 million. Most of the openings are positions in hourly sectors like retail and warehousing. One in four employers is experiencing over 30% turnover among frontline workers, and 60% reported turnover of more than 10%, according to recent research from Fountain. The competition for hourly workers is high. They can quickly pivot and work for DoorDash, Uber, or Amazon in a few simple clicks. According to Fountain, 80-90% of frontline workers are looking for easy-to-apply-for jobs on their phones and tablets. However, many employers still utilize traditional Applicant Tracking Systems and require resumes, lengthy interviews, and other hurdles to get started. Then, there’s often a 2 to 4-week wait for the first paycheck. With this kind of timeline, you miss out on a fast-moving, fluid workforce. Last holiday season, a friend’s son applied, was accepted, did the onboarding paperwork, and got a schedule with UPS all in one night, all online. Here’s how to jumpstart your hiring of hourly workers: 1) Strip down your application for these jobs to just what you need to decide whether you want to have a conversation. Gather other data (if absolutely necessary) later in the process. 2) Make the application easy to complete on a tablet or phone. Test it again and again to make sure it works. 3) Streamline your vetting process. Aim for one interview or one visit – and utilize automation tools like video interviewing – to make it easy for candidates to proceed through the process. 4) Once an employee is onboard, offer opportunities to build new skills through upskilling and ways to continue to move within your organization. 5) Engage with daily pay or other payroll options that allow you to pay more frequently or after work is completed. This helps to keep hourly employees engaged and coming back. #talentacquisition #hourlyjobs #speedmatters

Job Postings I look through job posting after job posting and it's crazy. The encrypted posting with all these acronyms that their company uses, I know my company is big on them, yet you expect someone that doesn't work for your company to know what you're talking about. How about the posting that states a requirement of the job is: attention to detail, yet they have 5 typos in their job post or an incomplete sentence that starts into another sentence. Why can't everyone post a wage range? I understand not posting a specific pay wage, but at least a range to give perspective candidates an idea how much you're willing to pay for the right candidate. And of course the posts with job descriptions so long they are almost their own short story. Give me a cliff notes section where it's easier to read and see what you're looking for. I understand, businesses don't want to give away trade secrets or give away the opportunity to pay someone less if that's what they asked for in the interview to save some bucks, but to me at least, just makes your company look deceptive. Show a pay range to show candidates your not afraid to pay someone their worth to work for you. Be clear on the job description. You may just be surprised at how many more are interested when it all makes more sense. How about this one? Job location: remote. Position: Tire changer. How would a tire tech change a tire remotely? Remote means not in an office or place of business. Hybrid means some office work and some remotely. On site means in the office or place of business. Make your job of finding the right candidate easier by making sure your job post actually reflects what you're looking for to get the right applicants to apply...

Tony Buffum, amazing/insightful human and VP of HR client strategy at Upwork, underlines why Gen Z is playing a massive role in disrupting the hiring paradigm. With 90% of Gen Z hiring managers planning to keep remote work around as a key recruiting lever and the majority of them seeing freelancing as a viable career choice, companies and their hiring managers are rethinking and redesigning their talent strategies, anticipating the new influx of Gen Zers into the workforce. Read the full article here: http://spr.ly/6042uqXZm

Some interesting insights into the IT workforce.... Of IT workers with multiple jobs, only 13% are working full-time for more than one employer. The majority are picking up part-time and freelance work, according to the survey. 70% of employed tech workers considered more than one offer when they were hired 84% were open to new jobs 39% reported the reason for leaving was work-life balance, and for 38%, it was job stress 77% report that manager support makes them feel their employer values their well-being 67% who were laid off and want a new job in the industry prefer not to work for a startup 42% who were laid off aren’t looking for work yet, and 17% don’t intend to 64% of those recently laid off were “very concerned” about being unemployed; 18% were moderately concerned