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Topic:

Sourcing and Recruiting Hourly Workers

	Date:	January 17, 2008 at 3:00 - 4:00 PM ET

Description

While it sounds like it should be easy to hire hourly workers, it’s not. The recruiting tactics and techniques that work for exempt professional positions don’t necessarily translate into the hourly worker’s candidate experience. However, going back to manual recruiting processes isn’t the solution either, especially since your hourly workers might also constitute your frontline employees, which means you have to source, assess and hire the best!

Without the right technology in place, driving cost-effective, standardized hourly hiring processes is impossible. One of the major pitfalls of not having a consistent approach and central repository for candidate data is the inability to build a viable candidate pipeline and retrieve that information when hiring needs dictated by growth and turnover occur. Using manual processes, every time a position needs to be filled, recruiting managers are required to duplicate efforts to identify qualified candidates, compounding the time it takes to get people into open positions. In addition to being an inefficient use of company resources, these cumbersome manual processes inhibit the ability to rapidly identify candidates who are most likely suitable for the job.

For candidates, who often express frustration with both the application process and lack of communication once they have applied for a job, the experience immediately improves once the hourly hiring process is automated. While everyone may not have the skills, experience and qualifications necessary for the job, they are likely a potential customer and an ambassador for your company’s brand. Delivering a positive experience contributes to better reputation management in the marketplace and sets the stage for a first-rate professional employment experience should the relationship progress to the hiring stage.

Join us to learn how the right blend of tools, techniques and best practices will enable your organization to source and recruit the ideal hourly workers.

Who Should Participate

HR professionals
Corporate recruiters
Hiring managers

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Recommended Resources

For those of you interested in related materials, HR.Com webcasts and articles with a similar focus can be located on the HR.com site by using the search function.

What You Will Learn

Why hiring hourly workers requires different tactics than just posting a job opening on a job board
The importance of the candidate experience
Building a viable candidate pipeline to address growth and turnover
Why automation should be the beginning, not the end of the recruiting process
Secrets to sourcing the best hourly workers!

Sponsored by

Sponsored by

PeopleFilter Technology’s mission is straightforward: helping companies get to the best. Its Web-based applicant tracking system, PeopleFilter, helps customers flourish by making better hiring decisions, faster. Designed for recruiters by recruiters, PeopleFilter calibrates the best internal and external candidates against open job requisitions ensuring companies accelerate both quality and time-to-hire.

Presented by


		Kevin Harrison View Profile

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