Win the War on Hourly Talent

Given a common stat when it comes to hourly recruiting is a full time applicant is seeking three job opportunities at the same time and a part timer five, it’s no wonder our industry is continually challenged with hiring good people with speed at a low cost. And once you do get the recruits through the door, how can your company be assured that the employees stay long enough so that the ROI, when it comes to the time and money invested in their onboarding and new hire training, is met consistently?

Join The Marlyn Group for this quarter’s HR Exchange on June 10^th at 2:00EST to be a part of an interactive discussion regarding how to best attract and retain hourly workers in today’s war on talent. During this session, Colleen Niese and Vicki Pero will present relevant data on today’s hourly worker profile, in terms of what he/she is seeking when looking for a job. With this valuable insight, companies can then re-align their employment branding and recruiting practices to ensure what’s being marketed to this applicant pool resonates with the candidates themselves. Hand in hand with these practical tips will also be a discussion on key performance indicators (KPI’s) that any organization can use to track how its recruitment efforts are matching up with both parking peers across the company and internal benchmarks.

As the saying goes, it’s easier and cheaper to retain a customer then land a new one. So is true when it comes to recruiting. When a solid A Player is hired, it’s so much more beneficial to retain her than it is to recruit for her replacement. During the HR Exchange, several of the following tactics will be introduced that can be immediately applied into the workplace from the moment the recruit is hired and throughout her career with your company:

• Welcoming the new hire before day one;
• Onboarding to ensure a positive first impression;
• Training tips that guarantee your company’s standards will be carried out with every transaction;
• Opportunities for your hourly workforce to be involved with the overall performance of any given location;
• Reward and recognition programs that are meaningful to the hourly worker and easy on the company’s budget; and
• Effective, easy to administer exit interviews so a company can learn quickly what’s working, what’s not and adjust accordingly for the next hire.

While this worker profile will always be prone to changing jobs anywhere from one to three years after hire, companies can ensure they are hiring the right people for the right jobs and keeping them engaged and high performing throughout their respective careers within any given company.

Join the conversation by registering for the Win the War on Hourly Talent HR Exchange forum being held June 10^th at 2:00 EST by clicking this link.

We look forward to you being a part of this event!