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When & How to Hire Great People

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When & How to Hire Great People

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It’s no secret it’s a job seeker's world out there. So, whether you’re ramping up for your busy summer season or just looking for best-fit hires, knowing when to up your recruiting efforts and how to attract great candidates to your jobs is key.

That’s why we surveyed more than 1,000 hiring managers and 2,000 job seekers in the retail, restaurant and hospitality industries to find out what’s working – and what’s not – when it comes to attracting and hiring the best workers.

Check out Snagajob’s "When & How to Hire Great People" presentation, featuring our Senior Manager of Product Marketing and our partner, AutoZone, to:

-- Get actionable advice based on trends/insights from our 2017 Summer Hiring and State of the Hourly Worker survey results
-- Learn why AutoZone boasts one of the highest tenure rates for full-time employees
-- Find out what your competitors offer in terms of pay, hours and benefits … and whether it’s helping or hurting their recruitment efforts
-- Understand the most effective sourcing channels for improving your applicant pool, applicant quality and time-to-hire

It’s no secret it’s a job seeker's world out there. So, whether you’re ramping up for your busy summer season or just looking for best-fit hires, knowing when to up your recruiting efforts and how to attract great candidates to your jobs is key.

That’s why we surveyed more than 1,000 hiring managers and 2,000 job seekers in the retail, restaurant and hospitality industries to find out what’s working – and what’s not – when it comes to attracting and hiring the best workers.

Check out Snagajob’s "When & How to Hire Great People" presentation, featuring our Senior Manager of Product Marketing and our partner, AutoZone, to:

-- Get actionable advice based on trends/insights from our 2017 Summer Hiring and State of the Hourly Worker survey results
-- Learn why AutoZone boasts one of the highest tenure rates for full-time employees
-- Find out what your competitors offer in terms of pay, hours and benefits … and whether it’s helping or hurting their recruitment efforts
-- Understand the most effective sourcing channels for improving your applicant pool, applicant quality and time-to-hire

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When & How to Hire Great People

  1. 1. TODAY’S PRESENTERS Chris Ogle Senior Manager, Product Marketing Tim Young Director, Talent Acquisition
  2. 2. RESEARCH FRAMEWORK
  3. 3. Key Survey Demographics State of the Hourly Worker 4 51% Ages 18-34 57% Seeking full-time work
  4. 4. Key Survey Demographics Summer Hiring 5 97% Plan to hire this summer 74% Plan to have all positions filled by May
  5. 5. Leader in the automotive retail parts business ● Headquarters: Memphis, TN ● Employees: 80,000 ● Locations: 5,800
  6. 6. Poll Question Currently, what is your #1 hiring challenge?
  7. 7. Top Hiring Challenges 8 1 Getting quality candidates 2 Evaluating best-fit candidates 3 Decreasing time to fill 4 Increasing applicant volume
  8. 8. Getting quality candidates
  9. 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. 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. 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. 12. 13 51%of job seekers expect/want to stay at least 3 years at their next job
  13. 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. 14. Identifying best-fit candidates
  15. 15. 16 34% Job seekers don’t have a preference on industry; they just want the job
  16. 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. 17. Poll Question How do you currently screen for best-fit candidates?
  18. 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. 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. 20. Decreasing time to fill
  21. 21. Poll Question How long does it typically take to fill an open position?
  22. 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. 23. 24 78% Job seekers expect to hear from an employer after applying within 1 week
  24. 24. 25 72% Job seekers live paycheck to paycheck or spend more than they make
  25. 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. 26. Increasing applicant volume
  27. 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. 28. Top 3 ways employers find applicants Increasing applicant volume 29 Job boards/sites Social media Company website 1 2 3
  29. 29. Poll Question Is your company’s job application mobile-friendly?
  30. 30. 31 82% Job seekers look for jobs on their phone
  31. 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. 32. Q&A Chris Ogle, Snagajob Tim Young, AutoZone
  33. 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. 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.

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