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Three Easy Tips to Stay Organized in Retail HR as the Economy Fluctuates

Is there still hope for hourly and salaried employment in the retail industry?? Yes…maybe…alright well who knows for sure! But at least one month ago things looked promising. In an article from USA Today, retailers experienced "the best June sales figures in the U.S. since 1999." The increase in consumer spending had definitely confounded investors as they assumed there would be a decrease due to raising gas prices. Today, retailers aren’t so sure those numbers will hold. Continue Reading…


Applicant Tracking System Eliminates Paper Applications, Streamlines Processes

Implementing an applicant tracking system at its company-owned restaurants has helped Burger King Corporation (BKC) address a variety of challenges it had faced with its previous hiring process.

Challenges to Tackle

The national fast-food chain used to accept paper job applications from walk-ins, but that process was proving to be too cumbersome. The overwhelming majority of applicants were walk-ins, and most stopped into a restaurant during the midday rush—between 11 a.m. and 2 p.m., says Jose Tomas, executive vice president and chief human resources and communications officer, Burger King Corporation (www.bk.com). At that time, managers are “busy making WHOPPER® sandwiches and taking care of guests.”

Sometimes, managers could interview an applicant on the spot. But if they were too busy Continue Reading…


Grappling with the Federal HIRE Act

According to a question posted on SHRM, can companies with a predominantly hourly workforce participate in the most recently enacted Federal Hiring Incentives to Restore Employment (HIRE) Act? SHRM clarifies, the act does in fact cover hourly workers as it does not specify the amount of hours previously unemployed new recruits must currently work in order to qualify.

Let’s just look at a brief overview of the act:
What is The Federal HIRE Act?
On March 18, 2010, President Obama signed into law the Hiring Incentives to Restore Employment (HIRE) Act. The purpose of this act is to accelerate the hiring of unemployed workers. Continue Reading…


Simplifying Hourly Hiring: Questions to Ask Yourself

According to a recent SHRM Report March 2010 shows a net total of 21.3 percent of HR Managers who reported an increase in hourly hiring for the month. While the job market still has quite a way to go, an increase is always good news. As the economy prepares for more and more hourly positions, it is a good time for Recruiters and Hiring Managers to evaluate their hourly hiring process.

Hourly employment often sports a notoriously high turnover rate, and thus, it may seem difficult to ease the hiring process. Think again! Start by evaluating how well you find quality candidates. Finding top talent is important not only for worker productivity, but for worker retention. Sourcing workers willing to dedicate themselves to the job will bring you one step closer to an optimal hiring process and a lower turnover rate. As obvious as the following may be, here are three questions to ask yourself:

1. Are you utilizing the data taken from your Workforce Planning Analysis?

Regardless of if your business has pressing seasonal hiring demands, planning is quite important. Analyze your past hiring trends either through a computer program or more advanced talent management systems, as past data may be the key to preparing for future hiring surges. Highlighting  which months see a rise in turnover and which months see a lull in candidate engagement. By doing so, you will be more prepared to proactively source top talent. You will be one step ahead of the rest and your company will be able to hire top talent before your competitor does.

2.  Where are you posting your open positions?

Post positions where your target candidates will see them. Hourly candidates usually apply to jobs that are located within a five mile radius of their home. Therefore, post appropriately. Utilize local print publications, post on local web-boards, use social media sites and of course, have plenty of applications available for walk-ins.

3.  How easy-to-complete is your application process?

Simple is better. By having a straight-forward, concise application process, candidate engagement is likely to improve. Higher candidate engagement=Larger talent pool=Easier to source top talent. Go one step further and make your application an automated paperless process. Nowadays, many hourly hiring businesses are utilizing applicant tracking systems to create an entirely web-based application process, while also installing online application kiosks in-house for walk-in applicants. This comes with two major benefits. Firstly, candidates are more likely to fill out an easy-to-complete application. Secondly, less administrative work for the HR professional: candidate information is stored on a web-based location so you no longer need physical space for employee data storage. Efficient and effective hourly hiring processes means fewer headaches for the recruiter and hiring manager.

Your company could be next in the SHRM hiring analyses; therefore, start evaluating your hiring process today. Be proactive and begin building your quality workforce!

What are some other good ways to ease hourly-hiring processes? Does anyone else have any suggestions?

By iCIMS Blogger Karen Bucks


  
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