1.
TODAY’S
PRESENTERS
Chris Ogle
Senior Manager, Product Marketing
Tim Young
Director, Talent Acquisition

2.
RESEARCH
FRAMEWORK

3.
Key Survey Demographics
State of the Hourly Worker
4
51%
Ages 18-34
57%
Seeking full-time work

4.
Key Survey Demographics
Summer Hiring
5
97%
Plan to hire
this summer
74%
Plan to have all
positions filled by May

5.
Leader in the automotive
retail parts business
● Headquarters: Memphis, TN
● Employees: 80,000
● Locations: 5,800

6.
Poll Question
Currently, what is your
#1 hiring challenge?

7.
Top Hiring Challenges
8
1
Getting quality
candidates
2
Evaluating best-fit
candidates
3
Decreasing
time to fill
4
Increasing
applicant volume

8.
Getting quality
candidates

9.
10
Most common perks employers are offering
Getting quality candidates
TOP PERKS EMPLOYERS OFFER
Flexible shift/work schedule (52%)
Discounts, rewards & coupons (56%)
Higher wages (38%)
Free meals (44%)
Career advancement (37%)
TOP ASPECTS TO JOB SEEKERS
Location (91%)
Pay (93%)
Workplace culture (85%)
Enough hours (90%)
Opportunity for growth (84%)

10.
11
Money matters to today’s job seekers
Getting quality candidates
64%
of job seekers think
the minimum wage
should be $10 or less
Average hourly wage employers are offering
$11/hour

11.
12
Perks that job seekers really value
Getting quality candidates
Most valuable on-the-job perks
Monthly stipend to purchase food
Freedom to wear whatever they
want (within reason)
VIP vouchers for friends/family
Most valuable benefits
Professional development
opportunities
Paid vacation days
Education reimbursement/stipend

12.
13
51%of job seekers expect/want
to stay at least 3 years at
their next job

13.
14
How to get ahead
Getting quality candidates
Think outside the box.
Align your perks with Millennial and Gen Z values. Highlight these if you offer
them in your job description.
Promote perks.
If you’re already doing these things, make sure you promote them as a way
to attract great workers.
Utilize free perks.
Perks that don’t require you to spend money are also valuable to job seekers.
Use them to your advantage!
● Freedom to wear what they want
● Longer break periods
● Freedom to use their phones (not in front of customers)

14.
Identifying best-fit
candidates

15.
16
34%
Job seekers don’t have a
preference on industry;
they just want the job

16.
17
Employers vs. Job seekers
Identifying best-fit candidates
Employers evaluate job seekers on:
Positive attitude/eagerness
Job Qualifications
Availability
Job seekers evaluate employers on:
Pay
Job Qualifications
Location

17.
Poll Question
How do you currently
screen for best-fit
candidates?

18.
19
How employers are screening candidates
Identifying best-fit candidates
80%
0%
10%
20%
30%
40%
50%
60%
70%
Resume Background
checks
Reference
checks
Personality/
skills
assessments
Drug
screenings
Social
Media
E-Verify Tax credit
screenings
Credit
Report
61%
71%
57% 56%
47%
27%
25%
18% 17%

19.
Clearly define job qualifications.
Clearly define job qualifications and expectations; include the exact location in the posting.
20
How to get ahead
Identifying best-fit candidates
Ensure job descriptions are relevant.
Make sure your job descriptions are less about you and more about the job.
Utilize screening methods.
Incorporate assessments and background checks into your application/screening process.

20.
Decreasing
time to fill

21.
Poll Question
How long does it
typically take to
fill an open position?

22.
23
Employers vs. Job seekers
Decreasing time to fill
16%
Employers are able to
fill open jobs within
1 week or less 60%
Job seekers say
they found their job
within 1 week or less

23.
24
78%
Job seekers expect to hear
from an employer after
applying within 1 week

24.
25
72%
Job seekers live paycheck to
paycheck or spend more
than they make

25.
Communicate with candidates.
Don’t leave candidates in a black hole; let them know even if you’re rejecting them.
26
How to get ahead
Decreasing time to fill
Respond quickly.
Act on great candidates before they’re on to the next job.
Focus on the candidate experience.
Remember that the candidate experience is as important as your customer experience.

26.
Increasing
applicant volume

27.
28
Where you
promote your jobs
How long it
takes to complete
your application
Application
experience
on mobile
3 Key Factors
Increasing applicant volume
1 2 3

28.
Top 3 ways employers find applicants
Increasing applicant volume
29
Job boards/sites Social media Company website
1 2 3

29.
Poll Question
Is your company’s
job application
mobile-friendly?

30.
31
82%
Job seekers look for jobs
on their phone

31.
Consider mobile.
Make sure the job boards you’re using are mobile-friendly.
Keep it short.
Write job postings that are formatted/written for mobile screens (bullets, short text, etc.).
32
How to get ahead
Increasing applicant volume
Make it mobile-friendly.
Optimize your company careers page for mobile.
Take a long hard look at your application.
Are all of the questions asked actually necessary?

32.
Q&A
Chris Ogle, Snagajob
Tim Young, AutoZone

33.
Activity ID: 313037
Credit Hours Awarded:
1 (HR General)
Activity ID: 17-8E7YE
Professional Development
Credits (PDCs): 1
SAVE THE DATE
Winning the Candidate
Experience
Webinar
Wednesday, April 26 at 1pm ET

34.
NEW VENUE.
MORE GREAT INFORMATION.
MAY 15-17, 2017 BELMOND CHARLESTON PLACE CHARLESTON, SC HOURMINDS.COM
Save the date for HourMinds 2017 in
beautiful Charleston, South Carolina.
Join us for conversation, and networking
on all things hourly.