Use the interview to get a sense of character
Posted: Tue Jan 21, 2025 10:41 am
3. Simplify the application process
The people looking for hourly positions are generally not the ones looking for lifetime careers. As such, your candidates probably aren't going to be willing to put in the time or effort to jump through a ton of hoops. If you have a long and confusing application, you are going to scare away some good prospects. Even requiring a cover letter might cost you some candidates, depending on what the job is. Think about the opportunity and what kind of application makes sense for that job. A simple two-pager with standard questions about work experience, references, skills, and education might be enough. Put your application on your website and make it mobile-friendly, so applicants can fill it out and turn it in on the go. Anything you can do to simplify the process will grow your applicant pool and give you more great candidates to consider.
As mentioned above, a lack of education or experience might not mean a person isn't a great hire for an hourly position. If the job at hand does require specific skills, you might focus the interview process on testing those abilities. However, if the job is not terribly specialized, you can use the interview to focus instead on character, attitude, friendliness and rapport, interest azerbaijan phone number resource in your company, and other similar factors. Try to get a sense of who your applicants are, whether or not you would enjoy working with them, and whether or not they'd fit well into your team. For many hourly positions, answering these questions is actually more important than thinking about experience or education.
5. Don't skip the background check
It's not uncommon for businesses to run background checks only on their full-time employees, leaving hourly workers, contractors, and seasonal employees un-vetted. But while hourly workers might not be as "important" to your business as higher-up salaried employees, they can still make mistakes on the job that lead to negligent hiring suits, PR disasters, or losses for your business.
A cashier, for instance, would be an hourly employee in the vast majority of cases. Say your cashier had a history of violent crimes, but you didn't check for criminal history because you never vet your hourly workers. If, one day, the cashier snapped and attacked a customer, you could be held liable due to your negligence. Between legal fees and settlement costs, your business would lose a lot of money and face a PR hurdle along the way. Running a background check could have helped you make a smarter hiring decision and avoid the entire mess. A very similar scenario could happen with a contractor or a full-time salaried worker. It's important to remember that, no matter what "kind" of position you are filling, the person you hire is going to be a face of your brand. Every person you hire can help your business or hurt your business, and running background checks is one of the best ways to keep the latter outcome from happening.
The people looking for hourly positions are generally not the ones looking for lifetime careers. As such, your candidates probably aren't going to be willing to put in the time or effort to jump through a ton of hoops. If you have a long and confusing application, you are going to scare away some good prospects. Even requiring a cover letter might cost you some candidates, depending on what the job is. Think about the opportunity and what kind of application makes sense for that job. A simple two-pager with standard questions about work experience, references, skills, and education might be enough. Put your application on your website and make it mobile-friendly, so applicants can fill it out and turn it in on the go. Anything you can do to simplify the process will grow your applicant pool and give you more great candidates to consider.
As mentioned above, a lack of education or experience might not mean a person isn't a great hire for an hourly position. If the job at hand does require specific skills, you might focus the interview process on testing those abilities. However, if the job is not terribly specialized, you can use the interview to focus instead on character, attitude, friendliness and rapport, interest azerbaijan phone number resource in your company, and other similar factors. Try to get a sense of who your applicants are, whether or not you would enjoy working with them, and whether or not they'd fit well into your team. For many hourly positions, answering these questions is actually more important than thinking about experience or education.
5. Don't skip the background check
It's not uncommon for businesses to run background checks only on their full-time employees, leaving hourly workers, contractors, and seasonal employees un-vetted. But while hourly workers might not be as "important" to your business as higher-up salaried employees, they can still make mistakes on the job that lead to negligent hiring suits, PR disasters, or losses for your business.
A cashier, for instance, would be an hourly employee in the vast majority of cases. Say your cashier had a history of violent crimes, but you didn't check for criminal history because you never vet your hourly workers. If, one day, the cashier snapped and attacked a customer, you could be held liable due to your negligence. Between legal fees and settlement costs, your business would lose a lot of money and face a PR hurdle along the way. Running a background check could have helped you make a smarter hiring decision and avoid the entire mess. A very similar scenario could happen with a contractor or a full-time salaried worker. It's important to remember that, no matter what "kind" of position you are filling, the person you hire is going to be a face of your brand. Every person you hire can help your business or hurt your business, and running background checks is one of the best ways to keep the latter outcome from happening.