5 tips for more effective hourly hiring

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5 tricks of the trade from top hiring teams

  1. Provide transparency: Advertise precise pay, shift/schedule, benefits and simplify your role descriptions. This helps move inevitable candidate drop off up in the funnel.
  2. Minimize touch points: The fewer touch points, the more hires you can make with the same candidate pool. For example, the most effective hiring managers are removing phone screens. In order to capture the same amount of information, hiring teams without a phone screen ask unique company questions during the application process and tease out soft skills in-person.
  3. Turn up the speed: Turn applicants into hires in less than 14 days. This will significantly increase the likelihood of successful entry-level placement.
  4. Measure & experiment: Diversify your time investments, measure the results with your hiring funnel over time, and evolve your process for constant improvement.
  5. Invest in your current workforce: It is a competitive market where access to information in terms of job quality is readily available to new applicants & current employees. Investing in retention is the easiest way to reduce the need for new applicants, and create a higher quality pipeline when the need arises.

Hiring these days can be challenging, and it is even more difficult if you are overseeing a role with a large population needing constant replacement (either due to seasonality, turnover, or advancement).

100 employees in a role with 50% annual turnover requires a new hire starting every week to maintain full headcount

Landing the right entry-level employee can be like finding a needle in a haystack, depending on your hiring process. A typical applicant funnel today has 5+ potential drop off points.

  1. Apply Online
  2. Phone Screen
  3. On-Site Interview
  4. Job Offer
  5. Background & Drug Test

How many applicants do you need to be fully staffed all year?

Map out your hiring funnel and leverage existing data (or SWAG) to produce the number of applicants needed per hire. Finally, understand growth and turnover to capture a number of new hires needed in a given month or year.

 32 applicants are required to make 1 successful hire or 1600 applicants a year to produce 50 new hires, assuming 50% falloff at each touchpoint.


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