I have blogged extensively about using an integrated HR system philosophy. Here is another example of using the integrated philosophy to help you critically think about your business. In the USA, seventy-eight million people, or 59 percent of the workforce, are hourly workers. In a survey by the Society of Human Resource Management, respondents reported: average annual turnover for hourly workers is 49%, at a cost of $4,969 per employee; annual turnover has increased due to the Great Resignation.
Here are some suggestions on how to apply the integrated HR philosophy to finding workers:
- Set up an employee referral program. Referrals work! Create an incentive scheme for successful referrals such as offering a small cash bonus or other rewards. Whenever a new worker is hired during the selection process, immediately ask her or him for three introductions or names that can be introduced to the company. This creates leverage and reach more workers who are of similar backgrounds that you like to hire.
- Share on closed communities like Facebook Groups and Yelp. During the HR planning cycle that feeds into performance appraisal process, identify Facebook Groups in your local city as well as sectors and industries where Facebook users come together to offer support and advice for job seeking. As these are trusted networks, potential workers are more likely to respond to messages that are posted in the group or to respond to job postings.
- Post on Craigslist and Indeed.com every day in the early morning. As part of the selection process, make it a practice to list online job postings on Craigslist, Indeed.com and other job boards. The key is to be persistent and to re-post these job ads every morning, in order for the job postings to appear at the top of the job boards. Structure the job postings to be attractive, highlighting monetary compensation, strong culture or flexible working hours. Differentiate yourself from the thousands of other employers.
- Organize and host a jobs fair or event. Offer free food, coffee or free company products to potential applicants who take the time to show up at your job fair. It is helpful for potential workers to meet you and your managers in-person, and to understand your brand, culture and product better. Build up an internal database of candidates. Host periodic career fairs or events, and send out messages to these potential applicants for the event.
- Put up job posters in your neighborhood and in your stores. Find workers where they are. Put up job posters where workers can text to apply easily from their mobile phones. Best places: your own physical stores; local coffee shops; supermarkets; churches. There are often free bulletin boards at these locations where you can put up marketing materials.
- Put advertisements in local newspapers and magazines. Local newspapers and magazines are still widely read by potential job applicants.
- Partner with local community colleges and schools. Students at local community colleges who recently finished high school are eager to get their first working experiences. Community colleges have career centers and career fairs…sign up or connect with them to access potential job applicants. Get to know the instructors in the fields that you are looking to hire (culinary schools) as the instructors may be able to make recommendations.
For more thoughts on human resource management, view the free video entitled Human Resource Management.
Copyright ©John Trenary 2021