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."
In a constantly evolving landscape of recruiting avenues, it is pivotal to diversify the recruitment approach. Companies need to cast the widest net possible to ensure a successful recruitment approach that stays up-to-date with candidate behaviors.
As most of the United States packs their bags and hits the roads for their Independence Day celebrations and summer vacations, the Service Industry is in full swing of their busy summer season and not closing their doors. From restaurants serving the hungry hoards to retail establishments selling out of bikinis and swim trunks to hotels booking rooms, summertime in the Service Industry is a peak season for business.
In a fast-paced, high-volume, decentralized labor environment like the service industry, many hiring decisions are put into the hands of field managers. Many of these managers start in entry level, hourly positions and move up the ranks, and most don’t have a background in human resources to guide them through the recruiting, interviewing, and hiring process. These managers need tools to walk them through the full talent acquisition process so that their time is spent appropriately, the highest quality candidates are hired, and nothing is left to chance with a “post and pray” recruiting strategy.