There are a number of reasons why it is so hard to attract hourly workers in today’s economy. Some of the most common reasons include:
- Low pay. Many hourly jobs simply do not pay enough to attract and retain qualified workers. This is especially true in the retail and service industries, where wages are often at or below the minimum wage.
- Poor benefits. Many hourly jobs also offer poor benefits, such as limited health insurance, paid time off, or retirement plans. This makes it difficult to attract workers who are looking for a secure and stable job.
- Unpredictable hours. Many hourly jobs have unpredictable hours, which can make it difficult for workers to plan their lives. This is especially true in the food service industry, where workers may be called in on short notice or have their hours cut at the last minute.
- Difficult working conditions. Some hourly jobs have difficult working conditions, such as long hours, physical labor, or exposure to hazardous materials. This can make these jobs less attractive to some workers.
- Lack of career growth opportunities. Many hourly jobs offer little or no opportunity for career growth. This can make it difficult to attract workers who are looking for a job that they can grow in and develop their skills.
A new report from Hireology, the leading all-in-one recruiting and hiring platform, reveals the results of a survey of more than 4,400 job seekers in skilled trade industries like automotive, healthcare, and hospitality, detailing what it takes for employers to recruit and retain today’s most in-demand workers.
The survey results are summarized in Hireology’s annual State of Hiring Report, which outlines the six major characteristics of the modern skilled trade job seeker and offers insights for employers looking to capture workers from this valuable talent pool. Findings include:
- Job seekers want to work: When searching for work, 61% of job seekers say they accept the first offer they receive
- Pay isn’t the ultimate deciding factor: 91% of job seekers would take a lower paying job for the right benefits — top sought after benefits include: schedule flexibility, career growth, meaningful work, and good working culture
- Speed and transparency are critical: Half of respondents admitted to ghosting an employer — top reasons for ghosting included a lack of frequent communication and slow-moving processes
- Mobile-friendly applications increase applicant volume: 58% completed the majority of their most recent job search on a smartphone or a tablet
- Onboarding directly correlates with retention: 80% of respondents who reported a positive onboarding experience said they are loyal to their current employer
There are a number of things that businesses can do to attract hourly workers. These include:
- Offering competitive pay. Businesses need to offer competitive pay in order to attract and retain qualified hourly workers. This means paying wages that are at or above the market rate for the position.
- Providing good benefits. Businesses should also offer good benefits, such as health insurance, paid time off, and retirement plans. This will make the job more attractive to workers who are looking for a secure and stable position.
- Offering predictable hours. Businesses should try to offer predictable hours to their hourly workers. This will make it easier for workers to plan their lives and make commitments.
- Creating a positive work environment. Businesses should create a positive work environment for their hourly workers. This means providing a safe and clean work environment, as well as treating workers with respect.
- Offering opportunities for career growth. Businesses should offer opportunities for career growth to their hourly workers. This will make the job more attractive to workers who are looking for a job that they can grow in and develop their skills.
By taking these steps, businesses can make their hourly jobs more attractive and attract and retain qualified workers.
“Hourly workers in skilled trade industries are in significantly higher demand than white collar workers today, but very little is known about what this group wants out of work and what it takes to hire them,” said Adam Robinson, CEO of Hireology. “The goal of this research is to dive deeper into the wants, needs, and expectations of this sector of the workforce and help employers adjust their recruiting and hiring practices accordingly.”