‘Tis the season for more shopping, eating and traveling, and that means one thing to hourly employers: more hiring. The results are in from our 2016 Holiday Hiring Survey, and we found that 90% of service industry employers plan on hiring temporary workers this holiday season. So, what are today’s hourly employers doing to beat the tight labor market, navigate the changing legislative landscape and gain the competitive edge needed to make this holiday season their most successful yet? Check out our on-demand webinar, “2016 Holiday Hiring Game Plan” webinar presentation, featuring Snagajob’s Senior Director of Data Strategy, Scott Hicks, to: -- Find out the five plays that will help you win best-fit seasonal employees and significantly reduce time to hire -- Learn the average number of hours/week employers expect employees to work … plus what kind of wages they’re paying -- Get tips on what attracts quality candidates ... besides money and a flexible schedule -- Uncover the one change in your hiring strategy that can really boost application flow -- Understand how legislative issues around overtime, minimum wage and background checks are impacting workforce management

2. TODAY’S PRESENTER
Scott Hicks
Senior Director of Data Strategy
Snagajob

3. 3
Survey Demographics
2016 Holiday Hiring Report

4. What to expect
More open positions, greater competition for talent.
4

5. 90%of employers plan on hiring
this holiday season
+10% from 2015 and +1% from 2014

6. Current economic conditions
6
5% 62.9% 3.6% 7-10%
September
Unemployment rate
September labor
participation rate
Expected increase
In holiday sales
Expected increase
in online sales

7. Holiday Hiring Challenges
7
44% Lack of qualified workers
34% Lack of available workers
30% Competition due to openings by other employers

8. When employers are hiring
8

9. Employers plan on keeping workers
9

10. GET THE COMPETITIVE EDGE
● Be sure to clearly and concisely explain what
tasks workers will be expected to perform as
part of the job.
● Provide street address location information
and proximity to public transit if available.
● Use keywords like “seasonal” or “holiday”
in your job postings to find workers who are
looking for temporary jobs.
● Emphasize unique benefits like casual dress
codes, flexible schedules, or professional
development to stand out from other
employers.

11. What to expect
Mobile is only becoming more important.
11

12. Poll Question #1
Is your company’s job application mobile friendly?

13. 90%Number of Millennials who search
for jobs on mobile device
+17% from 2015 and +8% from 2014

14. What increases application flow
14

15. Poll Question #2
Does your company use talent assessments to help
screen candidates?

16. Employers using talent assessments
16

17. What helps you hire better
17
40% Ability to review candidate application profiles on a mobile device
37% One-click job application system
37% Mobile-optimized job application

18. GET THE COMPETITIVE EDGE
● Create mobile-friendly job postings
● Make your application easy to complete
● Utilize assessments to prioritize potential
applicants

19. What to expect
Scheduling and communication are key.
19

20. Importance of guaranteed availability 20
+8% from 2015 +32% from 2015
26%
Employers want employees to
work the needed daily schedule
25%
Employers want employees to
commit to the entire holiday season

21. 27Average number of hours per week
employers expect holiday
employees to work
+17% from 2015 and +8% from 2014

22. What to expect
Wages are up and so are perks.
22

23. Anticipated hourly wages
23

24. Most wanted on-the-job perks 24
Monthly stipend to
purchase items from
the workplace
Freedom to
wear whatever
they want
VIP vouchers
that offer
workplace discounts

25. GET THE COMPETITIVE EDGE
● Leverage mobile platforms to communicate
schedules and increase your ability to adapt
to last minute changes
● Communicate with workers frequently to
make sure you’re all on the same page.
● Don’t focus just on wages, total earning
potential and other benefits are important.

26. What to expect
Social recruiting is hot.
26

27. 829%Increase in social media usage
Young adults ages 18 to 29 are most likely to use social media.

28. Top Social Recruiting Platforms
28
55% 34% 33%

31. GET THE COMPETITIVE EDGE
● Engage with job seekers on social media, so
they can learn about your company culture
and unique benefits.
● Recruit on social media by posting open
positions. The majority of job seekers
are there, so it’s a great way to find
more candidates.

32. BONUSThe legislative landscape is impacting
workforce management.
Young adults ages 18 to 29 are most likely to use social media.

33. Presidential election
33
If the election
were held today,
the majority of those
surveyed would vote
for Hillary Clinton.
53% Hillary Clinton
31% Donald Trump
3% Other
9% Neither
4% No opinion

34. New overtime work regulation
34
37%
Plan to make no changes;
no effect on business
28%
Plan to give employees a small
raise, so they no longer qualify for
the overtime pay threshold
22%
Plan to decrease employees’ hours to
≤40 a week to avoid overtime pay
13%
Plan to decrease employees’ base
salaries to offset any overtime pay
they could potentially make
Beginning Dec. 1, the salary threshold for overtime pay increases to $47,476.

35. Minimum wage increase
35
69% of surveyed employers support a higher federal minimum wage.
This is up slightly from 2014 and down by 13% from last year.
3% Think minimum wage
should be lower69% Think minimum wage
should be higher
*Note: federal minimum wage is $7.25 per hour

36. Effects of minimum wage on seasonal hiring
36
Almost half of employers say that an increase in the federal minimum wage
will not affect the number of temporary workers they hire this season.
49%
No impact
34%
Reduce hires
17%
Increase hires

37. Criminal history
37
Several workers’ rights groups are
pushing employers to remove the box
that requires applicants to check whether
or not they have a criminal background
on job applications. Initiatives like Ban
the Box are hot topics this year.
58%
Of employers are likely to
hire applicants with a
criminal history.
+26% from 2014

38. Thank you!
Any questions?

39. HRCI Activity ID: 295907
Recertification Credit Hours Awarded: 1
Specified Credit Hours: HR (General)
SHRM Activity ID: 16-DDEY6
Professional Development Credits (PDCs): 1
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November 15, 2016