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TODAY’S PRESENTERS
Chris OgleSenior Manager, Product Marketing
Tim YoungDirector, Talent Acquisition
RESEARCHFRAMEWORK
Key Survey DemographicsState of the Hourly Worker
4
51%Ages 18-34
57%Seeking full-time work
Key Survey DemographicsSummer Hiring
5
97%Plan to hire this summer
74%Plan to have all
positions filled by May
Leader in the automotive retail parts business
● Headquarters: Memphis, TN
● Employees: 80,000
● Locations: 5,800
Poll Question
Currently, what is your #1 hiring challenge?
Top Hiring Challenges 8
1
Getting quality candidates
2
Evaluating best-fit candidates
3
Decreasing time to fill
4
Increasing applicant volume
Getting quality candidates
10Most common perks employers are offeringGetting quality candidates
TOP PERKS EMPLOYERS OFFER
Flexible shift/work schedule (52%)
Discounts, rewards & coupons (56%)
Higher wages (38%)
Free meals (44%)
Career advancement (37%)
TOP ASPECTS TO JOB SEEKERS
Location (91%)
Pay (93%)
Workplace culture (85%)
Enough hours (90%)
Opportunity for growth (84%)
11Money matters to today’s job seekersGetting quality candidates
64% of job seekers think the minimum wage
should be $10 or less
Average hourly wage employers are offering
$11/hour
12Perks that job seekers really valueGetting quality candidates
Most valuable on-the-job perks
Monthly stipend to purchase food
Freedom to wear whatever they want (within reason)
VIP vouchers for friends/family
Most valuable benefits
Professional development opportunities
Paid vacation days
Education reimbursement/stipend
13
51% of job seekers expect/want to stay at least 3 years at
their next job
14How to get aheadGetting quality candidates
Think outside the box. Align your perks with Millennial and Gen Z values. Highlight these if you offer them in your job description.
Promote perks. If you’re already doing these things, make sure you promote them as a way to attract great workers.
Utilize free perks. Perks that don’t require you to spend money are also valuable to job seekers. Use them to your advantage!
● Freedom to wear what they want● Longer break periods● Freedom to use their phones (not in front of customers)
Identifying best-fit candidates
16
34% Job seekers don’t have a preference on industry; they just want the job
17Employers vs. Job seekersIdentifying best-fit candidates
Employers evaluate job seekers on:
Positive attitude/eagerness
Job Qualifications
Availability
Job seekers evaluate employers on:
Pay
Job Qualifications
Location
Poll Question
How do you currently screen for best-fit
candidates?
19How employers are screening candidatesIdentifying best-fit candidates
80%
0%
10%
20%
30%
40%
50%
60%
70%
Resume Background checks
Reference checks
Personality/ skills
assessments
Drug screenings
Social Media
E-Verify Tax credit screenings
Credit Report
61%
71%
57% 56%
47%
27%25%
18% 17%
Clearly define job qualifications. Clearly define job qualifications and expectations; include the exact location in the posting.
20How to get aheadIdentifying best-fit candidates
Ensure job descriptions are relevant. Make sure your job descriptions are less about you and more about the job.
Utilize screening methods.Incorporate assessments and background checks into your application/screening process.
Decreasing time to fill
Poll Question
How long does it typically take to
fill an open position?
23Employers vs. Job seekersDecreasing time to fill
16%Employers are able to fill open jobs within 1 week or less 60%
Job seekers say they found their job within 1 week or less
24
78% Job seekers expect to hear
from an employer after applying within 1 week
25
72% Job seekers live paycheck to
paycheck or spend more than they make
Communicate with candidates.Don’t leave candidates in a black hole; let them know even if you’re rejecting them.
26How to get aheadDecreasing time to fill
Respond quickly. Act on great candidates before they’re on to the next job.
Focus on the candidate experience.Remember that the candidate experience is as important as your customer experience.
Increasing applicant volume
28
Where you promote your jobs
How long it takes to complete your application
Application experience on mobile
3 Key FactorsIncreasing applicant volume
1 2 3
Top 3 ways employers find applicantsIncreasing applicant volume
29
Job boards/sites Social media Company website
1 2 3
Poll Question
Is your company’s job application
mobile-friendly?
31
82% Job seekers look for jobs
on their phone
Consider mobile.Make sure the job boards you’re using are mobile-friendly.
Keep it short.Write job postings that are formatted/written for mobile screens (bullets, short text, etc.).
32How to get aheadIncreasing applicant volume
Make it mobile-friendly.Optimize your company careers page for mobile.
Take a long hard look at your application.Are all of the questions asked actually necessary?
Q&AChris Ogle, SnagajobTim Young, AutoZone
Activity ID: 313037Credit Hours Awarded: 1 (HR General)
Activity ID: 17-8E7YEProfessional Development Credits (PDCs): 1
SAVE THE DATE
Winning the Candidate Experience
Webinar
Wednesday, April 26 at 1pm ET
NEW VENUE. MORE GREAT INFORMATION.
MAY 15-17, 2017 BELMOND CHARLESTON PLACE CHARLESTON, SC HOURMINDS.COM
Save the date for HourMinds 2017 in beautiful Charleston, South Carolina. Join us for conversation, and networking on all things hourly.
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