What Hourly Job Seekers Want From High-Volume Hiring

Enhancing candidate experience and attracting top talent

By Matt Parkin, FindWRK

In the realm of hourly and high-volume hiring, employers often find themselves fixated on the quantity of applicants and the number of roles they must fill. Technological advancements have revolutionized the hiring process, introducing efficiency but sometimes sacrificing the essential human connection. To attract and retain top talent, it is crucial to recognize that not every hourly worker is the same and to understand their unique needs and frustrations.

Addressing Candidate Frustrations in Hourly Hiring

Our recent hourly workforce report highlights data-driven insights directly from job seekers. These insights can help address job seeker concerns and differentiate your employer brand. The top frustrations from candidates include a lack of communication from employers, slow or complex application processes, and the redundant task of entering the same data repeatedly.

While slow processes may not seem like an issue, they are. The report found that 64% of hourly job seekers are looking for work because they are unemployed, and often take the first job offer they receive. This highlights the urgency employers need to move with to scoop up talent before the competition. Addressing these concerns is vital to building meaningful relationships and creating a positive candidate experience.

Learning Why Hourly Employees Come and Go

Job seekers consider various factors when choosing one job over another, and it’s crucial for employers to understand these motivators. Career growth opportunities, fair compensation, and scheduling flexibility consistently rank among the top considerations for candidates in the hourly job market. By showcasing a clear path for advancement, offering competitive pay, and providing flexibility in scheduling, employers can stand out and attract the best-fit candidates.

Moreover, understanding why job seekers leave their roles is equally important. Management, compensation, and company culture play significant roles in their decisions to seek new opportunities. Creating an environment that fosters strong leadership, offers fair and attractive compensation packages, and cultivates a positive workplace culture filled with recognition can significantly impact employee retention in the hourly workforce. Job seekers assess management from the first interaction, so remember that first impressions matter.

Enhancing the Candidate Experience

Job seekers have provided valuable insights on how employers can enhance their candidate experience and streamline the job search process. Incorporating wages in job postings provides transparency and helps applicants make informed decisions. This was the top request from job seekers when asked how employers can improve their candidate experience. Simple gestures like sending a receipt of application and communicating clear next steps demonstrate respect and engagement with candidates. Additionally, concise job postings and a fast and user-friendly application process are highly valued by candidates. Balancing compassion with technology is key when it comes to creating a successful candidate experience that will differentiate you as an employer of choice.

Moving Forward

While it’s easy to get caught up in vanity metrics like the applicant volume, it’s important to not forget what matters most when it comes to talent acquisition – the talent. Leverage technology to bring efficiencies to your hourly and high volume hiring, without sacrificing the human connection. By listening to job seekers and addressing their suggestions, employers can transform their hiring process into a more inclusive, efficient, and rewarding experience for all involved.

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