Feedback and Recognition are critical to the success of your employees. According to the Harvard Business Review, when used appropriately, feedback gives employees the opportunity for development and career growth. Both positive feedback and constructive criticism can be a means to an end in reaching business goals as it leads to better decision making and provides motivation for increased productivity. When done correctly and combined with recognition, employee engagement can blossom.
So many of the processes associated with Human Resources are filled with large amounts of paperwork. Everything from the process of sorting through one application after another to recruit the best candidate; to all the paperwork associated with new hires starting with the company; to facilitating, testing, and tracking training; and to evaluating employees with performance reviews and warnings; traditionally, each process is time consuming and paper intensive:
From the news telling us on a daily basis to us all experiencing it first hand, the labor market is the most competitive it has been in years. There are more jobs available than there are workers, perhaps no one knows that more than service industry employers. The talent shortages are crippling many businesses. Some businesses can’t find enough employees to staff their shifts and to open their doors for business. With the employees that they do have, they are constantly facing the risk that those employees will find new jobs and no-show for their next shift.
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.