How to Find Hourly Employees: The Definitive Guide (2018 Update)

Everything you need to know about finding the right hourly employees online and offline.

This is your guide for how to find employees online or offline. In the following chapters, you will learn who hourly employees are, creative recruiting ideas and recruiting strategies for hourly employees, how to craft an awesome job description, where to post online and offline, a huge list of the best job posting sites, and much more.

Looking for a better way to schedule employees?

Make work schedules in minutes, track employee time, improve accountability, reduce labor costs, prevent errors, and manage everything from one place.

Get Started

How to Find Hourly Employees - The Definitive Guide

STOP! Are you reading the cool right guide??

This is not a guide for those trying to find an employee that is salaried/exempt. This guide is focused on helping small to midsize businesses find the hourly workers they need to be successful and grow in 2018.

That you? Sweet! You're gonna like this.

You’re probably dealing with one, most, or all of the following challenges...

The top challenges hiring managers face when trying to find hourly employees:

  1. Defining who you are trying to find.
  2. Knowing how to go about finding employees.
  3. Knowing where to find employees.
  4. Recruiting for retention and potential.
  5. Doing it all in a cost effective way.

This guide was created to help you solve each of these hiring challenges.

Thanks for checking out this page, we’re glad you’re here. It’s pretty ummm... long, so if you don’t have the time to read it now, make sure you save a copy for later by grabbing the PDF version by clicking the links throughout this page.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Find the right employees by defining who the right employees are.

“I am looking for employees. Where are they?!”

If that "Help Wanted” sign you see hanging in the window was more honest it would say: “Help wanted, please tell us if you know where to find it and what it looks like.”

Hourly employees comprise more than 60% of the US workforce.
But, somehow it feels more like 6% when you're trying to find them.

It’s challenging to hire hourly workers.

But, if you’re reading this guide, you’re far too familiar with the challenge of finding good help. So why is there so little attention given to this topic of recruiting hourly employees? Are these employees less important?

Hourly workers are just as vital as salaried employees in creating a successful culture and company. If you speak with any experienced manager of hourly workers, they wouldn’t even dare to argue that hourly employees do not have a huge impact on their company and accomplishments.

Great customer experiences start with great employees. Hourly or not.

If there are so many of these workers out there, how do you reach the right ones, get them hired, and keep them?

Recruiting is completely different for exempt vs. non-exempt employees. That’s one of the reasons it’s so difficult. Managers often try to apply the same recruiting strategies they use to find salaried employees. This guide will help you avoid making this mistake.

To apply the right strategy, you need to begin by knowing who you are trying to attract and get to know the labor pool. Let’s take a look at who these people are.

What do we know about hourly workers?

According to The Bureau of Labor Statistics, in 2012, there were 5.3 million hourly workers. This is about 60 percent of the entire workforce. That’s over half our country’s workforce.

According to TLNT (one of the best sources for recruitment info out there), the hourly worker labor market is extremely diverse in age, gender, and attitude towards their work.

Here are a few interesting stats on hourly workers that TLNT shared:

  • 39 percent of hourly employees are under 25 years old
  • 33 percent are 25–44 years old, and a full 28 percent are 45 or older
  • More than 80 percent work within a 5-mile radius of their homes
  • Over half (56 percent) consider their jobs a full-time career
  • The vast majority (74 percent) prefer to work 30 or fewer hours a week
  • Most apply for three jobs at once, making employer responsiveness critical in recruiting.
  • The most important factors to these job seekers are: (1) Being hired quickly (37 percent); (2) pay (33 percent); and (3) being close to home (17 percent)

How does this help find an employee?

You need a strategy.

Here’s why.

You are who you hire. These words are front and center on the homepage of SmartRecruiters.com. You’ve probably read a thousand different iterations of this saying from management gurus everywhere.

Do you think it matters who you hire?

It does matter, and finding employees to hire in the first place is difficult. Having a strategy that will effectively help you find, attract, and hire the best hourly employees is not easy but it is essential to the success of your company.

Now that we have looked at who hourly workers are, you can draw a few conclusions that should impact how you go about finding these employees:

  • The workers are out there, you just need to define who you are trying to reach and how to reach them.
  • It is a large and diverse labor pool. Young and old. Don’t forget about the 28% who are 45 or older. 61% of the labor pool are over the age of 25.
  • You should keep your search hyperlocal since most of these job seekers are looking for local work.
  • Most of your positions should be tailored for 30 hours or less per week. Job seekers are looking for both full-time and part-time positions, but mostly part-time. Recruiting only for full-time positions is a common mistake.
  • Do everything you can to make your application and hiring process quick and easy. Speed matters.
  • You can’t just focus on unemployed. Find ways to attract passive job seekers in order to find the best employees.

So, how can you incorporate these considerations into your recruiting strategy?

Lucky for you, we’ve done research for you and gathered a ton of the best and most current ideas to help you craft the perfect strategy for your business from the top experts and recruiting pros. You will find these in the next chapter. We’ve also provided an exhaustive list of ideas for where and how to find them online and offline in 2018 in the third chapter.

Let’s start with recruiting strategies and best practices.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Build an Effective Recruiting Strategy Using These Recruiting Ideas and Best Practices

Strategy? We don’t need no stinkin’ strategy. Right?
It’s simple. Just post a job, schedule interviews, and hire the ones that show up.
Boom, done!

Nope.

This strategy typically falls apart at the first step.

You won’t get a flood of resumes to schedule interviews like you think you will. If you do, and you just hire anyone who shows up, you’re likely to hire from the bottom of the barrel, unless you get lucky. You’ll experience high churn, customer experience will go down, and profits suffer.

So, how do you craft a recruiting strategy for hourly employees that goes beyond the reliance of luck?

Tailor your strategy to your audience. Recruiting hourly employees is not the same as recruiting salaried employees.

You will need to spend the time and resources needed to attract those that are a good fit. It will be worth the effort in the long-term.

recruiting hourly employees

The recruitment budget for finding houry employees might be smaller than it is for finding managers and salaried employees. That’s why you need to be smart and cost-effective when searching for them. These positions are every bit as important as salaried positions, so it’s important to give your recruiting strategy for these employees the time and resources it deserves.

Keeping your recruiting programs lean and targeted begins with defining who you are looking for.

Define who you are looking for and who you are not.

This step is a big one. Why? Because before you can know where to look for the right employees you have to know who the right employee is and what type of worker you're searching for. Then, you will apply a methodology based on that audience.

You can’t find something if you don’t know what you’re looking for. Spend the time to define the key attributes you’re looking for. This wastes less time and money because you will not be filling position with under or over qualified workers who will just end up leaving soon after you hire them. You will have to sift through less resumes. It will also help you look in the right places and tailor your message when the time comes to post openings and start your search.

find an employee

Age: Think beyond the youngsters.
Consider if the ideal candidate falls in a certain age range. Don’t make the mistake of only thinking only about the younger workers in the hourly labor pool. If your position does not require younger workers, why only aim recruiting messages at younger people? About one-third of hourly workers are actually 25-44; slightly less than one-third are 45 or older. Don’t miss the opportunity to connect with and hire some rock stars that are above the age of 25, or even 45. This will shape your messaging and influence where you end up posting your jobs.

If you are only targeting young people, you are overlooking tons of skilled and responsible adults who are seeking hourly work.

Hours: Consider the part-time market.
Only focusing on full-time workers? Why? Many employers recruit for full-time positions when most hourly workers would prefer 30 or fewer hours per week for that position. Can you alter your open positions slightly to accommodate a part-time schedule? This might be a strategic move to help you expand your candidate pool.

Create a killer job description.

First, get your head around the job.
Get your head around the position. In the recruiting world, this is often referred to as the job analysis. It is a simple document that states the reasons the job exists, why it’s essential to the company, and the desired outcomes of the job. From there it will go into detail of the responsibilities of the role.

Don’t skip this step and just go with what you’ve always had. Times change. Processes change. Your business will change. This is your chance to re-evaluate the position and make sure you have a clear picture of why you’re filling the job and how it will look in the near future.

Try to break the document into capacities (mental and physical), attitudes, and skills. For each of these list and then rank by importance which requirements would be met by ideal candidates.

The most important piece to have clearly defined and documented is the capacities section. If an applicant is missing the basic mental and physical requirements for doing the job, nothing else matters. After capacities, the most important to get right would be attitudes. Then, finally skills.

Listing the mental and physical capacities required, and why the job exists, in your written and documented job description on file is also the best defense against claims of discrimination under the Americans with Disabilities Act.

Alright, now you know age range, status, capacities, attitudes, and skills you’re looking for. You’re ready to write a great job description to help you attract the right hourly employees for the position.

The anatomy of a great job job description.

Don’t jump straight to this step. Have you sat down to think through and list out who and what you’re really looking for? If not, back up a few steps in this guide. You’ll want to list all the traits and skills you want this employee to have. List them in priority order. Then make sure you incorporate each of these things in your job description sections below.

1. The Job title
Your job title should give the candidate a clear picture of what they will be doing. Make it descriptive and simple. Experts recommend you keep it short and sweet. The job title plays one of the biggest roles in whether your post will be found on job sites and whether the right job seekers will give it attention.

David Waring from Fit Small Business says, “You want to make sure your postings match what job seekers are looking for....often, the best job title isn’t the one with the most postings, but the one most job seekers are looking for.”

It’s tempting to get cute and try to show some personality in the title. This can be a great way to show off your culture and attract a certain personality, but just make sure the title still has a recognizable/common phrase that will attract candidates who are searching for that role. Nobody is searching for the title “Master Gooseneck Wielder.” Instead, try making the title “Pour Over Coffee Barista.” It will give your post much more visibility on any platform. Then, show off your personality in the rest of your description.

2. Job summary
The summary is the “handshake” of your job description. Make it engaging for the reader. You want to give them a high level introduction of who you are and what this position is all about. Make a good first impression. Will they remember your handshake? Will they like it? Make sure you talk about the basics of the role. But, sprinkle in some flavors from your culture. Tell them what part they will play in the success of your company and accomplishing your mission. Make sure to include some of the top attitudes and traits you identified in the previous steps of this guide to help ring a chord with the right employees and weed out the wrong ones.

An awesome summary will make the perfect candidate go, “Hey, this is me! And, I think I’d like to work with these guys.”

3. Responsibilities
This is typically a clear and straightforward list of the duties of the job. It’s common to make it a simple bullet list. As you list out the duties/responsibilities, try to use descriptive words that are related to the soft skills you’re looking for in your hires as well. You will also want to incorporate some of the most important skills you want the employee to have. Tell them what they will be doing on the average day and connect these responsibilities with your desired soft and hard skills.

4. Qualifications & Requirements
This is another simple and short bullet section. This section will outline the basic education, technical skills, experience, and certifications that the candidate must have. You can also list things like personality traits, attitudes etc.. You will also want to list your basic mental or physical capacities you identified in the previous steps in this section as well.

5. The pitch!

Most job descriptions fail to really sell the company to a candidate. Don’t waste the opportunity to add a quick pitch about what’s great about working for your company. Highlight some of the perks! Tell them why someone would want to apply for this job. Post anything and everything on your listings that might make you stand out. Here are some ideas:

  1. PTO policies
  2. Vacation pay
  3. Employee benefits of any kind
  4. Location
  5. Work life balance
  6. Advanced schedule notice on mobile devices
  7. High control over the schedule
  8. Awesome staff parties
  9. Food or drink perks
  10. Discounts
  11. Flexible hours
  12. Advancement opportunities
  13. Continued education
  14. Career paths
  15. Skills learned

Okay, using those five areas, you’ve created a killer job description. Now, based on who you’ve defined as the ideal candidate in your job description, it’s time to decide where you will post it and the recruiting strategies you will use to attract and convert applicants.

Select where to post your job description.

The entire next chapter of our guide is dedicated to helping you decide where and how you should reach your candidates based on who you are trying to reach. We break down options, both paid and free, and online and offline, in that section. For now, we’ll just say it’s important for you to consider all you’ve learned about who you’re trying to reach up to this point when selecting where and how you will try and find the employees.

find employees mobile

Make it super easy and convenient to apply.

You did it. You’ve selected strategic locations to post your want ad and you’ve reached the right candidate, your job description caught their interest, and they want to apply. This is a major point of drop off for many businesses. They lose candidates at this point when they don’t make it easy and convenient for the applicant to apply. Don’t let this happen to you!

What happens after they hit apply now? Think about the applicants experience once they decide to apply and what the application process looks like. Is it easy? Quick? Convenient?

Here’s a few things to consider to make it super easy and convenient for applicants:

  • Go beyond email. Believe it or not, some of your applicants will not have an email and providing a way for these people to communicate with you is important. SMS text messaging is a great addition for this. Consider using free tools like Google Voice to make this possible.
  • Make sure your website is mobile friendly or the applicant tracking tool you’re using is mobile friendly.
  • Add a live chat feature to your website to allow candidates to ask you questions quickly and easily. Real-time messaging tools like this are the preferred channel of communication for many hourly employees of all ages.
  • Create a 24 hour job hotline. This is a simple number with a greeting that gives interested employees information about openings and how to apply. This is great for hourly employees since it can be hard for them to try and reach you during normal business hours. Again, we’d recommend going with something free and simple like Google Voice here to setup a dedicated number for all your recruiting communication. Simply setup a greeting on the number you create to provide all the up-to-date opening and information for applying and update it when needed. You can list this number on all your postings and flyers to make sure you know when a caller is calling about a job and keep them off your main business lines. You can even have texts, voicemail, and calls forwarded to your phone or any number of your choice!

Make your hiring process quick.

In the first section of this guide we learned one the most important things hourly employees look for is finding a business that wants to hire them quickly. Speed matters.

find employees hiring speed

We aren’t recommending you make hasty decisions. But, act fast when a qualified candidate applies. Make sure your process supports speedy screening, getting interviews setup, and making offers.

Applicants are typically applying for three or more jobs simultaneously. So, if you’re the first of the three to respond, setup interview, and make offer, you have a better chance of being the winning employer.

To make your hiring process fast and efficient consider using appointment scheduling automation tools like Calendly to allow candidates to setup interviews on your calendar automatically based on your availability. Also, take advantage of templates for interviews, offer letters, etc., to keep things moving speedily along. Template everything you can and keep things organized and ready to go. Just having your phone screen questions ready in a template will allow you to make first contact faster than your competitors.

Be responsive to applicants.

Related to this speed idea, you’ll want to be in constant and quick communication with applicants. Touch bases with good candidates, even if you don't hire. Respond to emails. Setup that dedicated job line and answer calls and messages. They may become stars later on down the road. This has a large hand in shaping your reputation as an employer in the area as well. If you treat your candidates well, the word spreads that you are trustworthy, and respectful.

You may be directly tasked with hiring only occasionally. Maybe you are a manager who just hires from time-to-time? It’s tempting not to make correspondance with applicants a high priority, but you should. Make the time to prepare for interviews. Take the time to make a solid hire. You’ll be thanking yourself when the employee sticks around and becomes a big contributor on your team and you don’t have to start the job search all over again six months down the road.

Become a magnetic company.

Just like a company has a brand that their customers get to know and appreciate. Employers have a brand that candidates and their employees get to know and love. Some employer brands are so attractive that top talent seek them out and apply. Other employer brands are plain or even unattractive, and candidates only choose to work for them if it’s their only option.

Just like the goal of branding is to make your company appear desirable to attract the right customers, employer branding makes your company desirable to attract the right employees.

Wouldn’t it be nice to have inbound job seekers constantly coming to you to apply? It’s good for the recruiting budget. That’s for sure. It’s also a massive time saver.

Google does not have a hard time attracting employees because they have created a magnetic employer brand. This is a result of careful and hard work to establish themselves as a place that is highly sought after as a place to work. It’s an extreme example. But, we’re sure you can think of a few places in your area that have this reputation. Hopefully, you’re one of them!

You can shape your reputation as an employer in the area. Develop a reputation by paying well, scheduling with care, putting your people first, having fun, being human, advancement, education-- whatever it is. Be a winner. Winners love to play for winning teams.

Want to improve your employee brand? Start with how your current employees feel about working at your business. If you don’t think your employees would recommend their friends to apply to work there, you have a problem that needs to be solved before spending lots of resources on attracting and hiring talent that you are not going to be able to keep.

Ask your current employees what you could do to make it more rewarding to work there. Ask them how it’s going, how they are doing, and if they need anything. (This process will give you some great ancillary employee engagement benefits too!)

find employees magnetic

Building a great culture is a big part of this strategy. It becomes a force that will help you attract and keep the type of employees that you want working for you. It will also weed out the ones you don’t want working for you. Here’s three techniques for building a good culture with hourly employees, and here’s a great post about creating culture with hourly employees.

Here are some examples of what magnetic companies do from Mel Kleiman in his article published by Workforce Institute, “How to Find and Recruit the Best Hourly Employees”:

  • Treat employees with respect
  • Have clear rules and apply those rules fairly
  • Communicate clearly to employees
  • Listen to employees
  • Act flexibly (scheduling?)
  • Give employees the tools they need to do their jobs well
  • Reward excellence
  • Make work fun
  • Manage people the way they want to be managed
  • Recognize employees’ abilities and have a plan for maximizing their potential
  • Do not accept mediocrity

Mel, provides a great list there. Most magnetic companies might cover only half of the list, but if you do just a few really well, you can become magnetic, too.

Give prospective employees something to hitch their wagon to.

Is your mission magnetic? Set big goals and cast a strong vision. Jim Collins, in his book Built to Last, talks about setting a BHAG. These are big hairy audacious goals. It’s pointing out a big mountain for your team to climb together. It unifies your team and attracts the right kind of employees to want to work for you when you tell them about it.

Be different by providing your candidates with something to truly get behind. Tell them why you do what you do. What’s the bigger picture of what your company does and how they will play a role in this. Give them a reason that is bigger than a paycheck to work for you. Try sprinkling hints of this into your job descriptions and talk to candidates about it in interviews.

Reach passive applicants to hire the best.

The best employees won’t just walk through your doors and tell you they are looking for a job.

They’re usually already working!

Sure, you can focus on recruiting unemployed candidates, but you should also try to attract top candidates who are already working.

You want the best employees. This means you’ll need to learn how to attract and recruit passive job seekers. These are employees who are already working somewhere and not actively searching for a new job, but may consider switching if presented with the right opportunity. Many of these employees are open to a better job and/or working conditions.

Rock star performers are always wanting to work for the best company, learn new skills, advance in their career, and continue to improve.

Here are two of the best ways to catch the eye of passive job seekers:

  • Use referrals. Sometimes a rock star won’t know they are ready to switch jobs until a friend refers them to a new place that sounds like a great fit and opportunity. Jump to our referral section to learn more about building a referral program out for your business.
  • Social Media Advertising. These passive job seekers won’t be going to job boards or searching the web for your open position. But, they will likely be spending time on social media. Social media platforms like Facebook offer affordable advertising options with the ability to surgically target your job ads on the exact people in exact areas you want to. For example you could opt to only target people with a certain job title, who work at a selected company, in your city, and show your ads to them. It’s a great way to try and reach passive candidates and catch their eye for a new opportunity. Make sure your ads speak to this kind of candidate.

Consider advertising and paid sourcing models carefully.

Paying for advertising and applicants might make sense for your business. It might not. If you’re looking to fill positions at a high volume and at a low hourly wage. The pay for applicant model on many of the job sites may not make sense for your business. But, running an effective and targeted advertising campaign on Facebook might.

We’ll give you ideas for both paid and free options to consider later in this guide. For now, it will just be important for you to decide whether having a paid component to your recruiting strategy is something that makes sense for your business or not.

There are four main channels for advertising and paid sourcing:

  1. Pay per click advertising. Often referred to as PPC. These can be ads placed on search result pages like Google using Adwords, or on social media sites like Facebook. Most often you will set a “bid” amount for how much you will pay each time the site sends a user to the job posting on your website. Some job sites have PPC advertising options as well.
  2. Pay per applicant. Some job sites have a paid model where you only pay when you received qualified applicants. Sometimes they sell you these in bundles, sometimes it’s per applicant.
  3. Sponsored job ads. An employer can choose to sponsor, boost, advertise, or feature their ad on various job sites to make their ad more visible and likely to be found.
  4. Sourcing resumes. Fairly straightforward. Many job sites let you browse a database with hundreds of thousands of resumes. When you find one you like, you pay to access the contact information for that applicant.

Based on who you are trying to recruit, any combination of these paid options may or may not make sense for your company.

Always be recruiting.

Do you only market your company when it’s hurting for sales? Nor should you only do recruiting when you need new employees. Recruiting should be an evergreen program for your business. You’re never done recruiting.

find hourly employees always be recruiting

Out to eat and notice a stand out employee? Slip them your number. Hit it off with a great retail employee with incredible customer service? Give them a card! You are never not recruiting great talent. Keep your eyes open for awesome employees wherever you go.

There are many benefits to having an ongoing hourly employee recruiting plan. Mel Kleiman outlines a few of the benefits of an ongoing, hourly employee recruiting program to include:

  • Less downtime when jobs need to be filled
  • Saved time and money
  • Fewer management migraines
  • Lower cost per hire
  • Reduced turnover and increased profitability
  • Greater cultural diversity

It’s smart to always be active with your recruiting channels that you use. Always be creating an applicant pool for jobs you have with higher turnover. Don’t wait until you’re hurting.

How to attract Millennials and Generation Z.

If you’re reading a guide about attracting hourly employees, there’s a very high chance that you’ll need to be able to attract Millennials, and now, or in the very near future Generation Z (born in 1990’s or early 2000’s).

When this demographic is part of your target audience you want to recruit, remember one thing-- mobile. These generations are extremely heavy smartphone users and you’ll want to make sure you select channels to reach them that focus on mobile platforms and apps. For example, if you’re targeting Millennials and Gen Z with Facebook ads. You may want to tweak your ad settings to only show on mobile and include the Instagram platform (primarily accessed through mobile app), which Facebook makes fairly simple to do. You will also want to pay special attention to the experience mobile users have on your website and if it is optimized for mobile users. Think thumb friendly.

You may also want to check out our post about what millennials are really looking for in a job and make sure your company culture offers what these applicants care about and highlight these things in your job postings.

Hourly employee recruiting ideas that don’t break the bank.

Here’s a couple recruiting ideas for hourly employees that are more creative than expensive.

Consider the alternatives to hiring.
Looking for some creative recruitment strategies that won’t break the bank? How about not hiring someone at all?

That’s right. First ask yourself, “Do I absolutely need to hire someone for this position? What are my alternatives?”

Maybe one of these alternatives make more sense than filling the position. Here are some more affordable alternatives to hiring:

  • Re-think the position. Are there alternatives to the permanent, full-time worker you had in mind to fill this position? Consider breaking the duties out and assigning to other members of your team. Use temporary employees. Can job sharing or cross-training be alternatives?
  • Leverage technology. Tech is changing the nature of many hourly jobs. Can parts of the job be automated?
  • Change the process. For example, many quick-service restaurants found it cheaper to just provide self-serve beverage stations instead of hiring the extra help to operate behind the counter beverage dispensers.
  • Improve retention. The best alternative to hiring is keeping the awesome employees you already have so you don’t have to worry so much about your recruiting. We talk more about this in the hiring for retention section below. We also recommend you check out these 15 actionable employee retention strategies you can use today.

Recruit for retention and potential.

The best way to keep a leaking bucket full is to plug the leak. To see long-term success in the talent area, you will want to focus on finding the best hourly employees for your business.

find employees and retain them

It can be surprisingly difficult to find and hire hourly employees. Even more alarming is how hard it is to keep hourly employees.

Hourly employee turnover rates historically run from 70–120 percent per year in most industries. TLNT

Why is it so hard to keep good hourly employees? Perhaps because the wrong ones were hired in the first place?

The best recruiting strategy for the future is good hiring now.

Did you know the total cost of losing an hourly employee ranges from 30%-150% of that person’s annual earnings? Plus, turnover is approximately three-and-one-half times greater than other employees and it is clear that hourly employee turnover is a huge drain on profitability.

The best way to fight this turnover trend, is to attract and hire the right employees in the first place! To fight turnover, find and hire the right employees.

While we are talking about retention, you’ll definitely want to go check out our post about 15 actionable employee retention strategies you can use today.

Recruit new employees with potential for advancement in mind. You will find a huge return on investment when you invest in your employees’ future by providing training and encouraging advancement from within.

Hire for soft skills. You’ve probably heard the phrase hire talent, and train skills. This is even more true for hourly employees. Look for employees that have great natural people skills and emotional intelligence. You can train them on the technical skills, but you can’t as quickly and easily train them to have these soft skills.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Find Hourly Employees by Looking in the Right Places

Our strategy section and this section work together as a pair. You need a good strategy, but you can apply that strategy in various places online and offline. This section is a round-up of ideas for where to actually go find employees and put your strategies to use.

Finding employees for free sounds great. But, is it really possible? You can find tons of ideas for where and how you can do this in the sections below.

We are confident that once you create a targeted strategy and then select strategic places to source applicants you will be able to find an employee online and/or offline. This section covers both of these two main areas (online and offline).

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Find employees online

It seems like everyone is using this thing called the internet these days. Indeed, it represents a massive opportunity for reach people in new ways online. But, is it the silver bullet some recruiters make it out to be? Not quite. To reach candidates online, it takes just as much effort and strategy as it always has offline, before the internet existed. In fact, it might take even more.

If you’re going to succeed in online recruiting, there’s one thing you absolutely have to have. Focus. Focus regarding who you are trying to reach and which channels you are currently testing.

There are LOTS of places to find employees online. Too many. This is why focus is so important. We are going to cover a few of the top options in this section.

Here’s how we recommend you approach these channels:

  • Don’t follow the pack. Don’t just do what everyone else seems to be doing. Don’t assume what’s working for them will work for you. Test the channels for yourself. Many employers like you my be on a certain site, but that doesn’t mean it’s the most cost effective and yields the best results. They may have just done the best job marketing to employers like you to get them to use the site! The main thing to ask yourself is if you think your audience is present there. That’s all that matters.
  • Test. Select channels to test based on research you’ve done that indicates your audience will be there. Start with only a couple, maybe even one at first.
  • Measure. Test the channel for a short period of time (a few weeks) and measure your results. How many applicants did you get? Were they of good quality? Did it lead to filling the position? If it showed good return. Continue tweaking and improving until this changes.
  • Iterate. Constantly test new channels that you think might produce good results. Cut the ones that don’t. Post your job, listen for a few weeks, analyze, and then iterate. Soon you’ll have a handful of successful online recruiting channels that you’ve tested and seen good results from.

After you look through this list of ideas and select a couple to try, we recommend you go check out the demographics of the people who are using those sites or applications. Do they match who you’re going after. A quick google search will typically surface those demographics pretty quickly.

Alright, here’s our list of ideas for online recruiting.

Become the job searcher.

You need to experience the job search for yourself. There’s no way one guide could cover the best places to post online for every local area. But, local matters more than ever, especially with hourly job searches. So, instead, we are going to show you the best way to uncover the job sites you SHOULD post on. This tip will make you an online recruiting jedi.

Think like your candidates.

How would you begin a job search if you were them? For the majority of candidates their first thought will be to go to the search engines like Google, Yahoo, or Bing.

Do this. Search like you think the applicant would search. Experiment with different search queries and look at the results. Make sure to combine your job title with geo modifiers like city and/or state to see what that does to the results. For example, if you’re hiring a server. Search “server jobs in (insert your city name here)” and see what shows up. These will be some of the most relevant places for you to post your openings. Do you see certain job sites and job boards more than others. Which ones would look best to a candidate? Which ones are the most visible?

As you go through the process, make a list of the ones that you want to go check out later.

After you’ve done a few searches and made your list, check out each site on your list and search for the positions you would be posting in your area. Are there other employers posting positions similar to yours? Is there a cost for posting a job? Can you create a free profile page? Most importantly, do you think your candidates are using this site to find jobs like yours?

Next, if the site has a candidate/resume search function do a few quick test searches to see what kind of job searchers use the site. You will be able to pretty quickly see if they site is a good match of your position or not.

Look for local sites.

As you review your list of potential places to post your job from the results you saw, pay special attention to any that are focused on your local area. These are the most worthwhile when it comes to posting job ads for hourly positions. You’ll have better chances connecting with job searchers who are open to part-time and looking for a broad range of open positions that pay hourly in your local area.

For example - Our search for cashier jobs in Milwaukee had results from https://www.milwaukeejobs.com .

Or think beyond geolocation if possible based on your business model.
If you hire hourly employees that can work remotely, look beyond your area! We live in a world where technology allows us to connect with people across the globe easily and remote work is more possible than ever.

Use industry-specific job boards.

Are there industry specific job boards in the search results or that you already know of? Why go to sites like monster or indeed to try and find a needle in a haystack when there are websites dedicated to your industry and full of qualified applicants? Some of these industry-specific job sites are booming in growth right now. Do some digging for your industry. Some examples searches might be:

  • Hotel OR hospitality AND “job boards”
  • IT job sites
  • Service industry job boards

Hopefully you’ll be able to identify some strong options for posting your job online using this tactic. If not, we’ve gathered up some of the best options for posting sites and job boards that exist for employers trying to hire hourly employees.

How to find employees using your website.

Add a “Hiring” or “Careers” page to your website.
Good - At the very least add a career area to your website the features a list of your openings and keep them up-to-date. Provide basic information for how to apply.

Better - Have a career area that effectively pitches your company to interested candidates. It tells a compelling story about your company and what your about. It tells them how they can be a part of it and highlights some of the perk and benefits of working for you. You job posts are all up-to-date and in one section and applicants can click on the job they are interested in, learn more about it, and then click a link to apply via email or through a hiring portal.

Best - Have all of the above AND accomplish the following three current best practices.

Make it mobile friendly.
“Make sure your job posts are mobile-optimized. The job site Indeed recently released some data that shows hourly employees are more likely to apply via mobile then professional-level employees, as the mobile device might be their only connection to the Internet. That means it's important to make sure applying via mobile is fast and easy.”

Put live chat on your career page.
Today you are rich with options for great live chat tools for your website. Consider adding an auto chat that triggers when visitors land on your career page or view certain job postings. Visitors will appreciate the chance to ask any questions they have in realtime. This plays to grabbing the active job seekers before someone else does and engaging them in a messenger format that so many prefer in this day and age.

Structure your posts to be indexed by Google for Jobs.
At the last company I worked for. We made a few simple adjustments to the way we posted our job openings on our website to comply with google for jobs and the visibility of our job postings on google for jobs skyrocketed. It just took some small tweaks to how we formatted our job listing. You could do the same! Learn more about how to post for Google for Jobs here and here.

Make it easy for people to find you and even easier for them to apply.

How to find employees using social media.

Is it worth looking for employees on social media? Yes. Using social media for recruiting is not just for the advanced recruiters. A recent study shows people trust brands that are more active on social media.

There are a number of reasons why your company should be active on social media. Here are just a few tips to make it more worthwhile:

  • Empower employee referrals. Ask your employees to share your social media posts about job openings with their friends on social media. This is a very effective way to reach your employees’ trusted contacts and make higher quality hires. Social media provides employees with an easier, more personal way to share open jobs. Better yet, when a new job goes live, send a company-wide email out with a direct link to your posts about the opening on the various social media channels you use so they can share them even more quickly and easily.
  • Use your profiles. The first thing your employees friends will do after being referred to a job there will be to check out your profile. Does it represent you well? Be active. Post about things that represent your brand, your mission, and would give potential employees a vision for what you’re all about. Look at these profiles like a career page on the social media site for you.
  • Give an inside look into your culture. You should occasionally post about company events, employees doing awesome things, your location, your work, and your values. Show-off why it’s a great place to work. Capture actual employees in action and give an inside look at what happens as an employee there that the public may not always get to see.
  • Take advantage of each networks unique strengths. Facebook gives you the ability to do targeted advertising and create a job tab on your Facebook page. Twitter give you the chance to strategically use hashtags to boost visibility far beyond the users that follow you. Instagram allows you to feature images and videos that can spread virally. LinkedIn gives you the unique chance to create a following of professionals.
  • Use tools to save time like Buffer, Hootsuite, Sprout Social, and many others can make sharing your job openings more quick and easy across all your profiles.
  • Considering advertising. All of these social networks offer options for you to do targeted advertising. Most of them have a variety of targeting options and formats to use as well. Each have their own strengths. Facebook is the most popular for using advertising to reach passive candidates for hourly positions. LinkedIn is more popular for finding salaried positions.

Top social media networks for finding hourly employees

Facebook
Facebook has more users than LinkedIn and Twitter. Since it is the most popular social network, it’s a great place to create a page for your business and establish a solid brand presence. It is easy for anyone to post a job on Facebook and promote it to relevant candidates. Post content on your page that gives candidates an inside look at what it’s like working there. Show off the positive work environment and the fun and unique things your employees get to do. Show off your culture. Show off your great location. Add a jobs tab to your Facebook page.

To reach passive candidates, use Facebook ads. Passive candidates are those not actively looking for a role but if they see your job post in their Facebook feed it is possible they will want to apply and you will get them before any of your competitors see them. Job ads on job boards won’t reach passive candidates, but everyone is on Facebook these days. Use Facebook targeting features to advertise in the feeds of people who match the skills, region and even hobbies you want.

Instagram
Instagram is a very popular photo sharing social network. It’s the most popular for Millennials. Instagram is great way to show off the employee life of your company visually and interact with prospective employees in a personal way. You can post now hiring images and ask your followers to tag friends who might be interested. There are lots of great examples out there of companies using this platform to boost recruiting. Many of them use it to demonstrate corporate social responsibility, enlist followers as recruiters, and showcasing unique perks. We recommend checking out Salesforce and Marriott to get some inspiration.

Twitter
Great for younger demographics that are keeping their eye on the job market using their favorite social platform. Posting your openings on Twitter with a few strategic hashtags like #job, #jobopening, or #joblisting can get you some great visibility since the social network is the most open and transparent out of this bunch. Users may see something that a friend would be interested in and quickly share it with them as well. There are hundreds of thousands of job searchers on Twitter. You just need to be there and get in front of them.

Check out this guide for recruiting on twitter.

Consider researching hashtags that are most relevant to your local job market and always include a geo term like city or state when posting to help your post reach the right audience.

LinkedIn
Facebook and Twitter are better than linkedin for finding hourly employees. But, you can still find hourly employees on this network since about a third of hourly employees have a LinkedIn. Most hourly employees do not have LinkedIn. If you’re looking for an hourly employee for a more highly skilled and compensated role, it might be worth your time to look into LinkedIn.

You have to pay for job listings, but you can post about jobs for free on your page. It’s nice to be here when connections have people to refer to you. It’s also nice to be able to see connections for references when applicants apply. LinkedIn profiles are formatted much like a resume. This is what makes LinkedIn so effective for sourcing highly specific types of candidates. A survey announced by LinkedIn showed 70 percent of the people following a company on its platform were interested in working for that company.

Pinterest
Trying to reach female candidates? Pinterest is worth checking out. Glassdoor has a great post for figuring out if it’s right for your company’s recruiting efforts. Check it out here.

Snapchat
71% of Snapchat users are under 25 years old. Snapchat is a photo messaging app that allows its users to take photos, record videos, add text and drawings, and then send them to a controlled list of recipients. These are known as “Snaps.” Snaps have a set time limit placed on them for how long the recipient can view that Snap. If you’re trying to reach the 25 and younger crowd, you could stand out from the crowd by using Snapchat to make creative job advertising Snaps and send them to an audience who wouldn’t normally check out your career center or other social media accounts.

Using Snapchat is a great way to be different and attract this hard to reach audience. Just like the other social networks, you can use it to help make your company a desirable place to work, create exclusive behind-the-scenes posts about your workplace and its environment, as well as insights into the day-to-day work of your employees.

How to Find Employees Using PPC Advertising

We’ve mentioned PPC a few times already in this guide. Let’s look at exactly what this is, how, where, and why you might use it for recruiting hourly employees.

Social media PPC advertising.
Almost all the social media sites off some sort of pay-per-click advertising options. They will very in their targeting options they provide you, bidding models, formats, and campaign management. The most common (for good reason) is Facebook. You’ve probably seen the pay-per-click "come work for us" ads on Facebook. Pay-per-click ads on Facebook are cheap, easy, and effective: everything you need in your hourly recruiting strategy. You can send users who click on your ads straight to the job posting on your website, to a career portal page from your ATS, or a post on Facebook. Play around with their targeting options and you’ll find some quick and creative ways to target just the right hourly employees for your company.

Search PPC advertising.
How do most people start their search for a job? Search engines. This is the main highway for traffic online. Get in front of these searchers earlier than your competitors by using tools like Google Adwords to create targeted ads for job seekers who search for certain positions in your area. You can catch them before they jump onto the job sites that appear in the search results. The cost is comparable or even significantly less than waiting until these users land on a job site that you have to pay much more on to advertise.

Indeed and other job site PPC advertising.
Many job sites offer PPC advertising models to feature your job posting in search results on their job boards. If you’re going to begin experimenting with advertising a job posting, we recommend starting with Indeed. Bids here can range from $.10 to $10. Start with small budget. Test the quality of click through traffic you get to your indeed job postings and whether your applicant volume increases and whether they are good applicants. Than tweak and continue to optimize for your needs. Start small. It’s easy to throw away a couple hundred in ads and see nothing from it. So, take it slow.

Leverage technology to boost referrals.

A great referral is the best way to find employees for free or low cost. But, did you know there’s technology now that helps boost your the referrals you recieve? They are automated employee referral programs. SHRM says “new employee referral technology will put your hourly recruiting strategy on steroids. We know our best employees tend to recommend people just like themselves. Check out the great technologies from RolePoint, GooodJob, Zao and Jobvite.”

How to find employees using email.

Email is not dead. In fact, it’s still one of the most core communication tools we all use today. Young or old, it can be a great way to reach candidates of any age. Betterteam.com recommends you send a regular company-wide email that includes important roles you are trying to fill with a short snippet of text employees can easily post to any of their social media accounts. Send text that is appropriate for a Tweet, LinkedIn status update, and Facebook post. Consistently sending these emails will help keep your internal employees in-sync with your recruiting efforts and up-to-date on what positions are open or have been filled. Email forwards were the original Facebook share. It’s still very common to see these kind of emails simply forwarded to friends and family.

Find Employees using Applicant Tracking Software (ATS)

If you do a lot of hiring, finding a good applicant tracking software will make your life much easier. Better yet, find an all-in-one designed for small business recruiting.

What are ATS systems? ATS attempts to automate repetitive tasks related to hiring and keep everything you need to do hiring in one place. They typically make posting on multiple job boards and social media sites extremely fast and simple. As applications come in through various job boards, all the applicant information flows back into your Applicant Tracking System. This allows you to keep applicants organized and have a high level view of how each listing is performing. Then, you can track the process using stages like sourced, applied, phone screen, interview, hired, in pool, etc.

All-in-ones take all that ATS tools offer and add even more tools to help with even more stages of the hiring process like interviewing, onboarding, and training.

Check out a great round-up of recruiting software for small business here.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Our epic round-up of the best job sites and job boards to find hourly employees online.

Where’s the best place to post jobs online? How do I find employees online free?

There are a lot of online job boards. Literally, thousands. This guide is focused on showing you the few that are most likely to help you find hourly employees.

If you want a quick review on the big players in the job posting space, go check out this page which provides a great review of the top 3 online job boards; Indeed, Ladders (not great for hourly) and Monster.

Behold! Here’s our epic round-up of the best free and paid job posting sites for finding hourly employees online:

Classifieds and Search Job Search Engines


Craigslist

  • About - Craigslist is a classifieds site that also has a large and active jobs category. They get great traffic and not-so-great coverage in the media. Quality and volume of applications will vary by market and the quality of the job posting. Don’t count this old stand-by out until you give it a good try.
  • Best for - Good exposure for cheap. It’s a good resource for connecting with hourly employees. Well suited if you are hiring in the service, food & beverage, hospitality, beauty, general labor, fitness, spa, and other hourly/part time roles.
  • Pricing - The cost of posting a job ranges from $7-$75 per job category you want to post in. Their pricing is tiered at certain levels depending on the size of city. Prices vary by city, region, and state. See an up-to-date list of their pricing by state here. You will see some website listing free cities and free job posting info for craigslist, but these are outdated.
  • Tips - Set up a separate email address to receive the applicants, and leave your phone number off your posting unless it’s a job line. You will need to rely on good interview process to find good candidates here. It can be a spam magnet. But, with the right process in place, employers can find success hiring from Craigslist. Here’s a resource for how to post a job on Craigslist and a definitive guide to craigslist here.

Backpage

  • About - This site is very similar to Craigslist. Many postings are free, and there are options to upgrade or sponsor your listing at various costs, similar to larger job boards.
  • Best for - Tight budgets and those who are already posting on Craigslist.
  • Pricing - Free to extremely affordable based on the area.
  • Tips - Already posting on Craigslist? Copy the same ad to Backpage and reach another audience for free to little cost.

Geebo

  • About - Think Craigslist, but super safe. They are a classified site where it goes through extra security measures to make sure people and postings on there are safe. Job posting.
  • Best for - Affordable classified posting.
  • Pricing - Starts at $75 for one job posting.
  • Tips - Their posting includes some basic syndication, posting your job to other free job boards and social networks.

Trovit

  • About - A massive search engine for ads across the globe. For finding hourly employees, this is a great site to search your position in your area. Find the sites they are pulling results from and go post on those sites. Trovit listings are highly visible as they are visited by 40m unique users a month.
  • Best for - Finding boards to post on in your area and then getting extra exposure by posting on sites that are visible on Trovit.
  • Pricing - Free to price paid on third party job boards.
  • Tips - Advertise on the job board you post that Trovit searches and your listing will also be sponsored in Trovit results.

JobisJob

  • About - Another one of the leading job boards worldwide. Post a free post, or employers can pay to sponsor job listings and get more exposure.
  • Best for - If you are looking for a simple tool, with good, broad reach. Budget friendly. If you prefer applications be sent straight to your email inbox.
  • Pricing - Free to post a regular job ad, or get promoted and featured positioning starting at $50 for 2 postings.
  • Tips - Check out their homepage map with top locations by job posting to see if you are in one of the hot spots for the site.

Mainstream job boards and sites


Snagajob

  • About - Snagajob looks to be the “Indeed” of the hourly job market. It boasts millions of job seekers that use the site. You can go see how many job seekers there are in your zip code for a given position. It is known as the largest and best hourly employment network site. The site posts thousands of part-time and full-time hourly jobs from cashiers to health care every month.
  • Best for - Known for its strength in finding seasonal employees. With such a large base of users and breadth of jobs, if you’re looking to try one hourly job site first and cast a wide net, this is the one site we’d recommend trying first. Test how your position does and then decide whether it’s worth continuing.
  • Pricing - Starts at $89/month for 1 job posting. It is strongly recommended that you toggle the $10 boost to reach more applicants so that they distribute your posting to 10 other job boards as well.
  • Tips - Learn more about the network and posting your first job on Snagajob here.

Indeed

  • About - Indeed is essentially a job search engine that allows a job seeker to input fields like skills and location and then aggregates job postings that match what that job seeker is looking for. It’s a global job board leader with over 4 millions jobs posted directly to the site. See a sample of an hourly job search on indeed here.
  • Best for - First job board to try for free. Trying your luck finding hourly employees with one of the biggest players in the job board space. It’s a good place to learn the ropes for searching for resumes, posting a paid job listing, and then trying some pay-per-click campaigns. Test it for your local area and see how many job seekers match the skills for your job. It will get your job out to the masses.
  • Pricing - You can post a job on the platform for free. Sponsoring a job starts at $5/day to appear above free listings. Pay per click models available. Bids range from 10 cents to five dollars per click on your ad. First time users are eligible for a $50 free job credit to get started.
  • Tips - If you’re running paid ads, make sure you employer profile is completely setup and makes your company look as good as possible. Try their free resume search feature to see passive candidates on the platform to get a feel if it might be a good fit for your position. You can’t contact the users unless you’re a paying subscriber. But, searching is free. If you end up subscribing to a site like Indeed, Careerbuilder, Monster, or the other big job sites. Make sure you have the time and resources to leverage all the tools they give you access to in order to make the cost worth your time. Learn more about posting a job on indeed.

Monster

  • About - Monster has been around for more than 20 years. Their original roots grew as a job board and have evolved into many services for job seekers and employers. This is one of the big three job boards. Every minute on Monster 29 resumes are uploaded, 7,900 jobs are searched, 2,800 jobs are viewed. It’s big.
  • Best for - Filling key positions that are more difficult to source talent for. Large and broad reach for your job postings. Monster’s strength lies in its broad reach. You also target thousands of newspaper sites and jobseekers on Twitter and Facebook. Monster also gets a ton of traffic with 26m monthly unique visitors.
  • Pricing - 30 day job posting starts at $375/job. Price per job drops as your post volume goes up. 60 day pricing starts at $399 for one job.
  • Tips - It’s worth noting that you do get your ad posted not only on the monster job network, but also a variety of other job sites, email ads, and mobile device ads for your posting are included in all packages. Use their robust built-in set of analytics and tools for tracking applications to your ads.

Careerbuilder

  • About - Visited by over 22 million unique visitors a month, this is also one of the largest job board sites. It allows hourly workers to setup their resume/online profile and fill out their work preferences, education, skills, and experience. Then it matches jobs that employers post to those candidates based on the job posting information and requirements. Powers the job boards of 90% of the Fortune 1000 companies.
  • Best for - Recruiters, larger companies, and high volume employers. It will give you one central place to source and track applicants using built in tools.
  • Pricing - Subscription pricing starting at $199/mo and pay as you go pricing starting at $419 per job. Resume database access starts at $400/mo.
  • Tips - Careerbuilder is one of the higher priced tools on this list and doesn’t have much to offer in the free category. We only put it on this list for employers doing high volume of hiring for hourly workers each month, it’s great at handling this, with built in ATS tools.

Ziprecruiter

  • About - They offer a quick way to find employees by allowing you to post to more than 100 job boards such as Monster.com with one click. They also have a job board of their own.
  • Best for - Employers who are constantly hiring and have positions to fill. If you only hire a couple times a year, this is not a good tool for you. Check out the industries and job types here. Then check your location to see if the site might be a good place to source for your company.
  • Pricing - Starts at $249 per month for 3 active jobs at a time. (old $59/per job is no longer available)
  • Tips - Think of Ziprecruiter as a job post marketing partner for constantly marketing job openings that you constantly need to fill.

SimplyHired

  • About - A job search engine like Indeed at its core. It is a highly-targeted pay per click job board that gets around 30m unique visitors per month (more than Monster). When jobseekers search on SimplyHired, they’re able to discover jobs on the SimplyHired site, mobile app and over 25,000 partner sites. Your posting goes out to over 5,000 sites, blogs and social networks. Acquired by
  • Best for - Great reach without the built in resume database into your cost.
  • Pricing - Post just to SimplyHired job board for free. Use their distribution and tools for $99 to $199.
  • Tips - Works closely with Indeed and other Recruit Holdings companies since they are also owned by Recruit. No credit card required to use their free job posting. Check out their local jobs search.

Glassdoor

  • About - Typically thought of as a tool for jobseekers. They allow job seekers to provide peer to peer insights and reviews for more than 8m companies. Including overall reviews, interview questions, salary reports and more, all posted anonymously by employees. Glassdoor enables employers to create a free account, update their company info, see who is viewing their company profile and respond to reviews. Glassdoor gets 19m visits monthly, 80% of them from the US.
  • Best for - If you’re a well-liked employer, you’re going to do better on this platform.
  • Pricing - Cost starts at $249-$349 per job post, and varies based on location in three tiers.
  • Tips - Posting on Glassdoor will make your jobs appear in Google for Jobs organic searches.

Specialty and industry-specific job boards


Hcareers

  • About - Boasting the largest hospitality resume database on the net.
  • Best for - If you’re hiring for casino, event centers, cruise ships, food service, golf clubs, hotels, restaurants, retirement services, travel, and tourism.
  • Pricing - $489 for quick live posting for one job. Have to contact sales for other packages. Management and non-management pricing.
  • Tips - The premier job board that covers all hospitality jobs.

Workinretail

  • About - Retail job board specializing in retail corporate, management, and hourly jobs. Access hourly, managerial and corporate job seekers specifically searching retail opportunities.
  • Best for - Retail employers wanting to staff stores with entry level hourly employees to management positions in one spot.
  • Pricing - One 30-day posting is $251.40.

AllRetailJobs

  • About - Focused on retail jobs. Has a seasonal/holiday job section, which could be useful for your small business. They also have two separate sections for hourly employees and for retail management positions. Claims to have over 1 million resumes in their database.
  • Best for - Finding sales associates and hourly employees for your retail locations.
  • Pricing - Per job post with bulk discounts. Job postings start at $335 and resume database starts at $345/month.
  • Tips - You can pick to post, to have access to the database, or to have a combined package.

Flexjobs

  • About - Flexjobs focuses on helping job searchers find flexible hourly work. They differentiate themselves by hand screening every job and company.
  • Best for - If you are looking for hourly employees that includes telecommuting, part-time, or flexible schedules this one is worth checking out.
  • Pricing - Good free option and premium placement options starting at $119.
  • Tips - Check out their free job posting option!

Coolworks

  • About - Tailored to employers looking to hire seasonal employees for fun and unique jobs in great places. Think national parks, ski resorts, campgrounds, ranches, theme parks, water parks, and other fun opportunities. The jobs are listed by location and season, or by category. Some example categories are jobs on water, older and bolder, internships, teen jobs, and volunteer opportunities.
  • Best for - If you’re hiring for seasonal employees and are in a unique and cool location, this is the site for you. Require previous skills, education, or training? They feature seasonal professional jobs for these types of postings. They also have an entire entry level category for jobs requiring limited to no experience.
  • Pricing - Basic job posting last 7 days for $129. Highlighted job lasts 30 days for $139. Enhanced profiles options ranging from $89-$259 monthly. Ad packages range from $119-$125. They do offer non-profit discounts.
  • Tips - If this fits your company profile, get involved in the forums and discussions in their My Coolworks social network to establish an employer brand and presence, stir up interest in your postings.

US.jobs

  • About - A free job board and recruitment resource “developed for employers by employers.” Ran by a nonprofit consortium of leading global employers. The site reaches a diverse national and international audience for employers.
  • Best for - Searching for candidates in disability, diversity, veteran, senior, or youth interest areas.
  • Pricing - Free through a variety of options, or $25 for 30 day posting.
  • Tips - Check out their indexing guidelines to help your website postings be indexed in their listing pages. Also, check out their resources for finding state workforce systems to find additional sites to post on in your state that will also show up on US.jobs for free. Check out their vet job search and OFCCP compliance service for employers.

Tools and recruiting software


Workable

  • About - A complete recruiting solution for small businesses including job posting, branded careers page, referral tools for employees, interview scheduling, email and calendar integration, and much more.
  • Best for - Employers wanting affordable all-in-one software solution for recruiting that includes job posting.
  • Pricing - prices start at $50/month for a single job slot and go up to $399/month for up to 40 job slots.
  • Tips - They offer a 15 day free trial to test it out.

JazzHR

  • About - Formerly known as The Resumator. They do not have their own job board, but automatically posts your job openings to all the major job search sites as well as Facebook, Twitter and LinkedIn. It offers customizable job applications, questionnaires and screening based on applicants’ responses. It sends automated responses when applications are received and when rejections are necessary.
  • Best for - Someone looking for basic job board posting syndication and affordable software to support recruiting efforts at early stage for affordable cost. Fast growing companies or companies that want to improve each step of their hiring process with the help of a recruitment software.
  • Pricing - Starts at $39 for basic job posting and syndication. Post up to three jobs at once. ATS packages start at $199.
  • Tips - At $39/mo it’s hard to beat the value that JazzHR offers. You’ll get all the hiring essentials needed for your recruiting efforts. Check out their mobile friendly career pages included with the basic packages as well.

OSclass

  • About - Free recruiting software for small business. Post jobs on your own job board, track applicants, and manage candidates. Your offers are distributed to the biggest job search engines worldwide, among others: Trovit, Mitula, Jobleer, Jooble, CareerJet.
  • Best for - Employers who don’t have recruiting software and are on a very tight budget.
  • Pricing - FREE
  • Tips - Claim a branded free domain to host your custom job board.

Betterteam

  • About - Another job posting tool that will allow you to post once and within minutes your post will be on the 50 most popular job sites.
  • Best for - If you want to advertise on multiple job boards in the simplest way possible. These guys have a great dashboard for running ad campaigns across multiple accounts at once.
  • Pricing - Starts at $49/mo for 3 job posts.
  • Tips - Check out all their excellent resources for small business recruiting advice.

Mobile specific


JobR

  • About - Recruiting gone mobile. What you would think of a clean, easy to read job search site is now in the mobile form of JobR. JobR claims that its postings receive 1 million applications every month.
  • Best for - Reaching Millennials and Gen Z candidates on mobile.
  • Pricing - Post job for free. Messaging with applicants starts at $100 for 3 job slots, unlimited messaging, and resume database.
  • Tips - Instant message with candidates to quickly find out if it’s a good fit or not.

SwitchApp

  • About - Switch lets members swipe right for jobs they like or swipe left for those they do not. If that doesn’t scream “millennial,” we don’t know what does! Employers can post jobs, browse matching candidates, and do the same thing. When there’s a match you get the chance to connect.
  • Best for - Another good tool for reaching Millennials and Gen z. Finding people fast. They connect candidates and employers faster than anyone.
  • Pricing - Post a job for free. Pay per applicant, starting at the first 5 for free and then 10 for $99.

Are we missing one that you’ve had a good experience with? Let us know in the comments!

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Find employees offline

Yea, there’s a lot of people online. But, guess what-- we’re all offline. That’s a sure thing.

Tech is hip and hot right now when it comes to recruiting. Don’t discount the proven old-school strategies that have always been successful.

Go retro! This is great advice from recruiting professional, Tim Sackett, SHRM-SCP, President of HRU Technical Resources. He goes on to point out that with hourly hiring you don't have to give up on vintage methods of recruiting.

“Most recruiting advice over the last 10 years has centered around social media and expensive technology, which is all great stuff, but maybe not the most useful when hiring workers who make $10 to $18 per hour.

Hourly recruiting is much like the positions you are hiring for: It's hands-on; it's difficult; it's sometimes dirty, grinding work...

Yes, we are in a digital world. That doesn't mean we should throw out all of our analog recruiting techniques. Take all of the best new-school recruiting advice and mix in your best old-school tips and tricks to create a strategy that is completely you!” source

But, where are the best places to recruit employees offline? What are the best methods? This section will give you the run-down.

How to find employees using referrals

Probably the most talked about tactic in all areas of this guide-- referrals. They are the best for any kind of recruiting. Someone you trust trusts them. That means a lot. You are also not paying for ads or recruiters.

Internal employees are happier when they are working with people they want to work with. Your current team members have a vested interest in bringing in people who will make the workload lighter, not heavier.

Here are some tips to take your employee referral program to the next level.

  • Offer incentives. Increase participation with incentives like cash, gift cards, gadgets, and bonuses. Reward employees with these incentives for every prospect recommended who is then hired and lasts a significant amount of time, say a year or six months. This will also encourage your employees to share your postings on social media and actively tap their networks.
  • Extend your offer to EVERYONE. You know who else, besides your employees, likes extra cash or gifts? Everyone! Why not extend your referral bonus offer to everyone? Your employees will tell their network about the incentive and so on. Word of mouth cannot be overestimated.

How to find employees using billboards and advertising

Yeah, sounds old school, but it’s a great way to get in front of potential hires. Use billboards or traditional advertising space in strategic locations where you think your talent will see them. Use your best judgement when it comes to pricing and whether the payoff of getting some great quality applicants will be worth the investment or not. Sometimes with a little thought, you will be surprised about the amazing places you can place an ad to reach the perfect audience for your job ads. Just take the time to think about it on your commute and while you’re out and about. These traditional advertising methods can still be a great tool to drive interest in your positions.

Leverage SMS technology

Robin Schooling, vice president of HR for Hollywood Casino in Baton Rouge, La., does a lot of hourly hiring. The casino business is booming, and it utilizes hourly workers across a number of industries: retail, service, dining, security, maintenance, building services, hospitality and hotels.

Schooling needs a robust hourly recruiting strategy to fill all of her company's needs. She recommends embracing SMS.

“Stop requiring e-mail and start embracing SMS (that's text messaging)! It's hard to believe that in this day and age someone wouldn't have an e-mail address, but you would be shocked at how many people don't. Most will have at least a cell phone number. If your applicant tracking system doesn't allow text messaging, find a technology that does. One simple and free way is to use Google Voice.” source

There you have it. Straight from a real pro. Don’t forget about text messaging.

How to find employees through your customers

Don’t neglect your customers as an awesome source for candidates. They already like you. They know your store, your location, and the people you have working for you. Enlist them to recruit for you with a sign on the counter, flyers, and bag stuffers (mention your referral bonus!). Your employees can wear “Ask Me About Working Here” buttons to encourage customers to ask and learn more.

How to find employees by setting up a job hotline.

A job hotline is super old school, but it can be very effective. And, it’s pretty simple to set up.

All you have to do is snag a dedicated number where you record a simple message stating open positions and how to apply that can be called 24 hours a day.

This is huge for hourly recruiting because these employees often have hectic and non-traditional schedules. They can call any time of the day to leave a number and when they can be reached.

Again, we’d recommend going with something free and simple like Google Voice. Use this number for all your recruiting communication. List this number on all your postings and flyers to make sure you know when a caller is calling about a job and keep them off your main business lines. You can even have texts, voicemail, and calls forwarded to your phone or any number of your choice!

Find employees at local colleges, community schools, or universities.

Your local college, community school, or university can be a great source for candidates. They are full of both young and old individuals who are high school graduates. They may or may not have a clear career path and are often looking for part-time work, odd schedules, that could potentially turn into a career.

  • Get connected to the career center. Make sure you’re doing everything you can to be visible through this channel.
  • Attend the career fairs and see if they produce any applicants.
  • Think of the instructors in the fields where the students might be the best fit. Reach out to them and establish a relationship. These guys can be an excellent source for referring high quality workers that would be a great fit for your positions.

These can be a limited network and some of these employees are going to be pretty seasonal or looking for full-time/higher paying jobs. But, it’s worth checking out since it can be a great source for local talent in your area.

find employees flyers

Find employees with flyers

Find out where your ideal candidates hangout, where they eat, where they go to concerts, where they do hobbies etc. Then, design a basic flyer, put your job hotline number on some pull tabs, and post them where your potential hires will see them. You see these everywhere for a reason. It doesn’t get much more old school then printing out flyers and posting them. Just make sure the flyer does a good job and capturing their attention, building interest, and has a clear call to action with your pull tab for how to get more information.

Liz D’Aloia, Founder, HR Virtuoso Company, recommends you “try a grassroots recruiting campaign. It’s easy to do and best of all it’s free. Simply create recruiting flyers and post the in your community. You can even target your campaign. For example, if you’re hiring hotel housekeepers, try posting flyers at laundromats, day care centers, libraries, and community centers. The key to success for small business grassroots recruiting is to have an easy way for people to apply to the job on their mobile device.”

Think through what the person would do as they take the first action you ask them to do on the flyer. Will that experience be good on a mobile device? If not, fix this first.

Find employees at places of worship.

Thinking outside of the box, here. But, places of worship can be great recruiting sources. You can recruit through this offline channel in a couple different ways.

Get in their newsletter, e-mail, bulletin board, or weekly bulletin. Almost all of these have someone in charge of this. Call all the places of worship close to your location and ask to speak to this person. They’ll often be willing to include your opening as an opportunity for their members. Maybe they’ll even announce it in a service!? You never know.

Alternatively, tell your employees they have “permission" to share news about an available job at their places of worship. Just bringing this idea up to them will push a couple to get your opportunity in front of their congregation.

Find employees through clubs and organizations.

Similar to places of worship, talk to your employees about other clubs or organizations they are a part of. Sometimes you’ll see a common thread. Maybe a few of your best employees are all part of the same community organization, club, or sports team. These clubs and organizations often share community news through bulletins, e-mail, newsletters, and announcements at their meetings. It’s worth trying to get your job openings featured to find more employees like these.

How to find employees at job fairs

Try an old-school career fair or attend a virtual job fair. Career fairs still exist and can be a great place to find employees. Look through Eventbrite or Time Out online to find career fairs if you are in a major city or near one. Otherwise, consider looking for a virtual career fair to attend.

It’s great to meet people face to face at these and have the chance to strike up a conversation immediately. These are typically active job seekers looking to be hired ASAP. They also often let you target certain demographics like vets or students based on who’s hosting the fair.

Not all job fairs are great for finding hourly positions. Consider if most of the attendees will be looking for salaried positions. These also do take a lot of time to prep for. They can also be limited depending on your area.

Always be on the lookout for great talent

You never know when you might run into your next rock star employee. Always be on the lookout for talent.

Karin Hurt, CEO, of Let’s Grow Leaders says “When I led a large retail sales team in MD, DC and VA, my radar was constantly up for great talent (waiters, hotel staff, other retail experiences). Many my call center clients do the same thing, you can teach specifics, but innate empathy and strong customer service skills are hard to fake. Plus, the best talent usually isn’t actively looking for a job.”

If you’re a restaurant manager and are eating at another restaurant in town, keep an eye out for great talent that you might want to casually start a conversation with about how they like working there and what they’d like to see improved. You never know, they might be passively looking for a job already and you’ll be able to invite them to join your team on the spot.

find employees offline open sign

Hang a sign in your window.

That’s right, we’ve come full circle. Hanging that sign in your window might not get the most reach out of all the ideas in this guide, but it sure is cheap. And, well, why not!? Again, the people that walk through that door are often your biggest fans. It’s a good idea to let them know you’re looking for help. It’s another way of using your customers’ and employees’ networks.

Take it one step further by making sure your sign has a clear call to action for people who might know someone. Have a URL or job hotline number to share with someone they might know.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

Summary

That’s all folks. We’ve covered a lot in this guide.

Here’s a quick TL:DR recap.

  1. Know who you are trying to hire.
  2. Know how and the recruiting strategies you’ll use.
  3. Know where to post your jobs, online and offline.
  4. Start focused and start simple.
  5. Double down on what works.

Just a few last quick reminders.

  • The best hourly workers are usually already working. They are more passive in their job search.
  • You have to know who you need, where to look, and how to recruit them.
  • Don’t miss out by ignoring part-time and older workers.
  • Look in the right places for you. What works for everyone else, may not work for you.

Okay, now that you have a plan for solving the issue of finding hourly employees and reaching the candidates you need, it’s time to focus on the next step in the process. Interviewing, hiring, and onboarding these new employees. Be sure to subscribe to our content to be one of the first to receive future guides covering topics like these directly in your inbox.

Check out our resource center for managing employees. It’s a library of current and useful guides to help with all the challenges related to managing hourly employees. We think time should be treasured, work life balance matters, and simple is always better. You’ll see this reflected in our guides.

Thanks for checking out this guide! If you found it useful, please share it with a friend or colleague!

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.

About ZoomShift

Need some ideas for how to improve your employee schedule and the results you see from it? Our employee schedule guide will show you how.

ZoomShift provides scheduling and time tracking software to teams that treasure time, invest in their people, value simplicity, and foster communication. Our software provides a central place for teams to plan, communicate, and track their schedules. We place a high value on minimalism and always focus on the features that matter most to our customers. Scheduling shouldn’t be complicated. Your scheduling software shouldn’t be either. The result is an enjoyable scheduling experience, happier and more productive teams, less time spent scheduling, and more time doing what you love and helping others do the same.

If you’re looking for a scheduling tool that will actually help you enjoy scheduling, take ZoomShift for a spin!

Try a few scheduling tools and take the time to find one that fits your company and your unique way of scheduling. It can save you tons of time, and make the experience calm, organized, and enjoyable.

We’ve designed ZoomShift to be a tool that is incredibly simple and easy to use, but powerful enough to customize for your business. We could spend all day telling you why other businesses love it, but nothing beats trying it for yourself.

Start a free 14 day trial today (no credit card required).

See our simple monthly pricing here.

Need more time to read this guide?

No problem! Let us send you the to-go PDF version of this guide. You can read it when you have some spare time.