If you’re looking to hire hourly workers quickly, reducing your time to hire is crucial. Many companies hiring for hourly positions have their time to hire down to a week. However, most candidates are applying to multiple jobs and pouncing at those that express interest in them the quickest. Reaching out within 24 hours makes 52% of job seekers extremely likely to proceed to an interview. That’s why it’s important to connect with a candidate while their interest in your position is freshest. But what if you could reduce your time to hire to 24-72 hours?
Such a quick turnaround sounds like a big undertaking–but it’s key to boosting your recruitment of quality candidates. We know that managers face heaps of daily demands. Balancing those responsibilities can make wading through high volumes of applications feel overwhelming. In this article, we’ll walk you through six effective strategies you can start implementing now to streamline your hiring process and reduce the time it takes for you to reach out to a candidate and fill your hourly positions.
Automate to Innovate
Automation puts you ahead of the curve with quick, efficient application collection and processing. Here’s how automation can transform your hiring process:
- Mobile-friendly applications provide an effective, modernized method of rapidly connecting with candidates.
- Automated assessment tools like minimum qualification questionnaires home in on candidates who best match your needs and keep you from being swamped by poor fit applications.
- Utilizing quick communication like texting also boosts your connection with candidates, drastically reducing the negative impact that no response on applications or interviews causes.
By automating your hiring for hourly positions, you save hours of time on the hiring itself and get more out of what you put in.
6 Strategies to Reduce Your Time to Hire
To reach out to candidates faster, make the hiring process easier for yourself and them. The right description, process, and technology create a stronger candidate pool, helping you efficiently fill your roles.
Step 1: Make your applications mobile-friendly.
- Post a QR code that walk-in candidates can scan with their phones and fill out on the spot increases the chances of more candidates completing their applications.
- Quick in-person applications let you review candidate information quickly and potentially offer an interview within minutes.
Step 2: Leverage minimum qualification questionnaires to rapidly sort applications.
- Minimum qualification questionnaires let you choose what candidates must have to even be considered.
- Using this tool sorts your application load for you and improves the quality of your candidate pool.
Step 3: Enhance assessment insights by using an interview playbook.
- Having an interview playbook keeps interviews guided, consistent, and structured.
- Such tools give you an efficient, effective way to build upon the strengths and competencies identified by prior assessments.
Step 4: Harness texting to quickly communicate with candidates and keep their interest.
- Contacting a candidate within hours of them submitting their application gives you a higher chance of getting them to the next hiring step and saving time.
- Most unskilled hourly candidates are young and prefer text communications, which are typically read within 3 minutes of reception.
Step 5: Incentivize current employees to recommend quality candidates.
- Providing bonuses to current employees for recommending potential candidates gives you more insights into potential candidates.
- Word-of-mouth helps give you more informed hiring choices and gives you a higher chance of hiring a candidate who is a good culture fit as well.
Step 6: Maximize interest with keywords that showcase your response times.
- Postings with key words like “hiring immediately” or “response within 24 hours” generate greater buzz, especially among first-time job seekers who apply to many places at once.
- Delivering on those promises generates a strong reputation of positive hiring experiences, increasing your likelihood for quality candidates in the future as well.
Conclusion
Hiring hourly workers is challenging, with the biggest hurdle being contacting candidates within 24-72 hours to keep them interested. The faster you can give a candidate an interview offer, the more likely you are to quickly fill your positions. Faster hiring reduces staffing shortages, which not only saves you money but also prevents additional hiring challenges caused by employee turnover from increased workloads.
If you’re looking to reduce hiring time for your hourly workforce, HighMatch is the teammate you’re seeking. HighMatch offers automated and mobile-friendly hiring tools that help you make efficient, confident hiring decisions. Our assessments quickly identify candidates who fit your roles, while personalized interview playbooks ensure consistency and efficiency. Our I/O psychologist team collaborates with you to tailor these tools to your needs, providing faster, data-driven hiring decisions.
Contact HighMatch today to modernize your hiring process, reduce your time-to-hire, and fill your positions with the right people–saving time, money, and frustration along the way.
