2020 is Leap Year, but that doesn’t mean you should take a leap of faith when making hiring decisions. Many businesses in the service industry who face high turnover are often forced to make quick hiring decisions, and sometimes that means finding just about anyone to fill an open position. But the cost of recruiting, hiring, and onboarding a new employee is too great to waste a position on someone who shouldn’t be hired in the first place.
Was your ATS purpose-built for the recruiting and hiring of your hourly workforce? Businesses that hire predominately hourly workers are challenged with different recruiting and hiring intricacies. Hourly workforces are multi-generational; can have an extreme range of educational and experiential backgrounds; and continually face high turnover. This is compounded by the fact your hiring managers are not HR professionals.
More and more SMBs are embracing Software as a Service (SaaS) technology to support their hiring. Small businesses often have to handle all things HR with a limited number of hands to help out. That is why SaaS HR technology is a no brainer for SMBs who don’t have a large budget or dedicated staff.
As the service industry preps for the holiday rush, many businesses are concerned with hiring the best possible seasonal employees. According to the National Retail Federation, service industry businesses will hire 530,000 to 590,000 seasonal workers this holiday season—that’s a lot of hiring in a short period of time.
Recruiting in the Service Industry is unlike recruiting for white-collar businesses. Service Industry operators, HR professionals, recruiters, and hiring managers experience high turnover, quick hiring, and often times a cumbersome process not built for their industry.
Over the last few years the economy has boomed, and unemployment is at an all-time low (3.7% according to the Bureau of Labor as of July 2019). That’s great for people looking for jobs but has significantly impacted many businesses, especially businesses in the service industry. When turnover is over 76% for the hourly workforce (higher in some industries like food service and restaurants), companies are spending thousands to replace each employee resulting in massive turnover costs to their books. It is imperative that businesses understand what is impacting these high turnover numbers if they have any desire to reduce those numbers.
Turnover is inevitable, but that doesn't mean the end goal shouldn't be retention, in fact, to tamp down turnover, your recruiting strategy should focus on retention. Employee engagement and the relationships employees build on the job are key to employee retention.
What is Recruitment Marketing? According to Tech Target, “Recruitment marketing is the process of building an organization's employer brand to attract top talent.” A strong employer brand can significantly impact whether applicants want to work for a company or not. HR professionals need to think like Marketers when it comes to recruiting to ensure positive candidate impressions.
The experience a candidate has during the recruitment process can make or break if the candidate will accept your offer. According to the software research website, TechTarget, the "candidate experience reflects a person's feelings about going through a company's job application process. This experience can boost or decrease an applicant's opinion of the hiring company for reasons other than just the open position."