Finding good hourly employees for your small business
Quick insights
- Job boards, hiring sites and a careers page may help you reach hourly workers who have the right schedule.
- A clear job post and an organized application process may draw more applicants.
- Looking past skills to find a good cultural fit may help you build a lasting team.
If your small business is growing , you may want to hire hourly employees to keep up with demand. Finding the right people can feel challenging when you're already wearing many hats. A careful plan for hiring may save you time and help you connect with candidates who are a good match. Let's look at some ways to find and draw in hourly workers who may fit your team.
Ways to find hourly employees
When you're ready to hire hourly employees, knowing where to look can help. Online job boards are a popular starting point, allowing you to reach many people quickly. You might also try hiring sites that focus on hourly or flexible workers. These could help you find candidates whose schedule fits your needs.
Professional networking sites may work for certain roles. They tend to be better for office jobs than hourly ones. If your business has a website, a careers page could give candidates a direct way to find you.
Some small businesses work with recruiters who handle finding candidates, first interviews and reference checks. This option usually costs a share of the new hire's yearly pay, but it may save time when you have a role to fill fast.
What employers might be overlooking
Many employers make guesses about hourly workers that may not match reality. Some businesses aim their hiring ads mostly at younger applicants. But the hourly workforce spans many ages and life stages.
Another common oversight involves scheduling. Some employers recruit only for full-time roles. Many hourly workers might prefer fewer hours. Offering flexible schedules or part-time options could help you reach more people.
Ongoing recruiting is another area businesses sometimes miss. If you only look for candidates when you've got an opening, the hiring processed can get rushed. Building a talent pipeline before you need someone could help you avoid rushed hires. It may also help support long-term employee retention.
What to look for in hourly employees
When reviewing candidates, skills matter but they're not the only factor. Reliability and a willingness to learn may be just as valuable. This is especially true for roles where you can train on the job.
Cultural fit is another thing to consider. A candidate whose work style fits your company's values may be more likely to stay. They may also add to your team over time. You might ask job-related questions during interviews to learn about both skills and fit.
Some qualities you might consider include:
- Reliability: Showing up on time and following through may signal a good team member.
- Willingness to learn: Candidates who're open to feedback and training could adapt fast to your needs.
- Communication skills: Clear communication may help prevent mix-ups and keep things running smoothly.
Short surveys or skills tests could also help narrow your candidate pool. If you're managing human resources on your own, a consistent review process could help you compare candidates fairly.
Making your job postings stand out
A job posting is more than a list of tasks. Sharing what makes your business a good place to work could help you draw more interest. You might point out flexible shift options, chances to move up or other details. These could make your roles stand out from similar jobs nearby.
Keeping the application process clear matters too. If your careers page is tough to use or takes too long, you may lose strong candidates. Offering ways to apply outside regular business hours could also help. This could reach people who're busy working during the day. A phone hotline or online system might help candidates reach you when they've got time.
Building a hiring process that works
Once you’ve found candidates, you might plan ways to screen applications, hold interviews and check references. Some businesses also consider background checks, which may be needed depending on which state you are in.
After you've made a hire, a good onboarding process could help new employees feel welcome and ready. You might also use an onboarding checklist to help you and your new hire stay organized. A 30-60-90 day onboarding plan could also help give shape to those first months.
Knowing what employee onboarding costs to expect may help you budget for the full cost of bringing someone on. If hiring costs are a concern, looking into small business cost reduction strategies might help you find ways to manage your budget.
In summary
Finding quality hourly employees takes more than posting a job and waiting. Looking in the right places and keeping a clear process may help you connect with reliable candidates. Building a talent pipeline before you need someone could help you avoid rushed hires.
