What comes to mind with the words Applicant Flow? This might conjure up bad thoughts and be a dirty word for some HR professionals and recruiters.
Many businesses in the Service Industry are starting to prep for their holiday business, this includes hiring seasonal employees. According to the National Retail Federation, service industry businesses will hire 640,000 to 690,000 seasonal workers this holiday season. Though Service Industry hiring always has to be fast, seasonal hiring has to be fast and is mass. It is a short-term game that usually demands high-volume results. The result is often a huge stack of paper applications sitting on top of someone’s desk, counter, or filing cabinet, daring the hiring manager to dive in and start interviewing candidates.
Now that you know the major human resource trends impacting the service industry’s hourly workforce, it is critical that your business finds an all-in-one, simple platform that can effectively engage, recruit, and retain your employees. An HCM platform built for the service industry should be tailored to your recruiting approach and allow a business to integrate top recruiting sources and recruiting strategy while driving adoption and time savings for applicants, managers, and employees.
Talent Acquisition and Talent Management in the service industry’s heavily hourly dominated workforce is not the same as Talent Acquisition and Talent Management in traditional, white collar, office environments. Hiring and managing employees in those two worlds is like night and day. Recruiting and hiring in the service industry includes mass hiring, extremely high turnover (numbers that other industries have never experienced), and very diverse workforces- including diverse ethnicities, diverse educations, and diverse backgrounds.
Mass applications, a revolving door of open positions, a diverse workforce, and field managers facing the majority of the hiring responsibility; these are only a few of the complexities that the service industry faces on a regular basis that many other industries don’t deal with to the same extent. These challenges make it that much more important to hire right, from the start. And hiring right often begins with the interview.
Finding people to hire is a constant battle in the service industry. With the unemployment rate being lower than 5% across the country, and in some areas even lower than 3%, it is more important than ever to get your jobs seen by all applicants and to hire quickly while also engaging your workforce to tamp down turnover where you can.
One question, what is the hardest part about dealing with the retail industry’s workforce? Answer, massive amounts of turnover and finding the right hire.
If there is one common challenge that every company is facing right now, it's the fact that we are all struggling to find enough people, let alone enough talented people, to help our businesses grow. The growing economy combined with low unemployment adds up to more jobs than available workers.
For the last several years, HR professionals have been focusing on the Millennial generation. Well, I hate to say it, but Millennials are old news. Some of us Millennials are on the tail end of our 30s, have been out of school for 15+ years, and many are now in management positions.
In the late 90s I was a first-generation Millennial, high school student with a Nokia cell phone “for emergencies only”. Each month, I was allowed 20 minutes of talk time. Texting wasn’t even available on my phone. I could use my minutes for a very brief call or to play the game Snake. When texting became an option for me, it really wasn’t an option as it came with the cost of 10 cents per text. That was over 20 years ago. Long gone are the days of consumers spending 10 cents on a text as most plans now have unlimited texting or there are free texting apps that can easily be downloaded.