Powering your Part-time Hiring Strategy

Looking to add some part-time employees for the holiday season/new year?

Before your organization can count the money saved with adding part-time workers vs. full-time, it’s important to educate yourself on the logistics and legality behind it.

Whether your retail business is looking to add seasonal hires or your mid-sized organization is growing, part-timers may be the key to keeping costs down and productivity high. Before you start recruiting, take a moment to review the basics:
Recruiting for Part-Timers:

Despite the down economy, students may still be your best bet for part-time help, especially for summer, evening, or weekend hours.  Allbusiness.com suggests:

To tap into this applicant pool, try advertising in local and student newspapers/websites, as well as on bulletin boards at nearby high schools and colleges. You can also call nearby schools to see if they have employment offices that match students with potential employers. Other resources include temporary agencies and websites targeted at seasonal or part-time employment. In addition, retirees are good candidates for part-time help; consider advertising at local supermarkets or calling nearby retirement associations.

Leveraging an applicant tracking system can be a big part in keeping your part-time and full-time talent pools separate during the recruitment process. Use an ATS that constructs a dynamic workflow within the Applicant Flow to mimic the client’s hourly/part-time recruitment strategy. This includes additional Bins and Status Levels designed to match the hiring process for part-time candidates. Additional process includes screening questions focused on availability and experience to limit and manage large applicant volumes.

Hiring Part-Time Workers:

A recent article in the LA Times offered some “Did you Know” tips for organizations looking to add part-timers to their workforce:

Did you know…

  • Part-timers qualify for overtime, and meal and rest break rules might apply to them too. In California, which has a daily overtime rule, even an employee who comes in one day a week could be due overtime if he or she works more than eight hours in one day.
  • Some benefits, including certain retirement plans or leave laws such as the Federal Family Medical Leave Act, can be triggered if a worker exceeds a certain number of hours in a year, regardless of the employee’s part-time status.
  • Even a single part-time employee must be covered by workers’ compensation insurance, and minimum-wage laws must be followed.
  • Bringing a part-time worker aboard might bump up a business’ status with regard to employment laws. For example, if adding a part-time worker boosts the workforce from four to five, the business might have to comply with a state’s workplace disability rules.
  • If a small business expects to add part-time workers, it’s important for the owner to learn the rules that apply ahead of time and put the proper procedures in place.

Again, the benefits of utilizing a Talent Management system greatly facilitate the headaches of paper-work (automate it!) and compliance laws (track it!). So before you amp up your work force with part-timers for the holiday season, make sure you have a plan in place! Familiarize yourself with state laws for part timers, and make your life easier by having an applicant tracking/talent management system in place.
Additional Resources:

Part Time and Temporary Employees – Employee Rights Center (findlaw.com)

Part Time Employment Overview (United States Department of Labor)

Understanding the Federal HIRE Act (White Paper)

iCIMS Blogger, Katie Meeker

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