Recruitment Marketing: According to Tech Target, “Recruitment marketing is the process of building an organization's employer brand to attract top talent.” Wikipedia defines recruitment marketing as “the strategies and tactics an organization uses to find, attract, engage and nurture talent before they apply for a job.” The online encyclopedia goes on to say that recruitment marketing extends “the reach and exposure of career opportunities, building and nurturing candidate relationships through talent communities.”
According to National Tax Credit (NTC), a leading state and federal tax credit processing provider, 90% of “for-profit” businesses qualify for the Work Opportunity Tax Credit (WOTC). The surprising thing is, 50% of all credits go unclaimed, potentially leaving thousands of dollars on the table that could impact a business’ bottom line. There might be a number of reasons why a company wouldn’t claim a tax credit. The two reasons I hear the most with service industry operators that I meet at tradeshows and conferences throughout the year is that they aren’t familiar with WOTC or that WOTC is too paper intensive and time consuming.
The onboarding process is often a time-consuming step in the new hire journey. The sheer amount of paperwork required by a company for a new hire to work can bog down the first day of a new job, and it can slow down the ramp up time of getting that employee on the floor and productive. Yet, it is critical, and some of the needed paperwork and authorization, such the I-9 form and E-Verify process, have to be done in a timely manner in order to stay compliant with the Federal government.
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.