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As we enter year three of the COVID-19 pandemic, applicant flow remains one of the biggest problems for hiring managers. You’ve tried raising your hourly rate. You’ve tried social media. You’re past desperate.

We get it.

With more than a decade of experience as a talent management platform purpose-built for location-based, high-volume hiring, we’ve gained a tremendous amount of experience in optimizing processes and workflows for the best results. Here are seven of our top strategies for increasing applicant flow if you hire hourly workers.

  1. Know Your Market

If you haven’t already, do some research to find out what job seekers in your area expect as far as pay and benefits are concerned. Consider how COVID-19 might affect your business and the candidates in your region. Think about what questions people might have and address them in your advertising.

  1. Use Branded Career Pages to Stand Out

One way to set yourself apart from everyone else is by using a branded career page. This allows you to display who you are, what your mission is, why you’re different, and — most importantly — which jobs are open.

With TalentReef’s branded career pages, you can create as many pages as you want for different brands and locations at no additional cost. You can also easily create dedicated pages for special topics, such as diversity and inclusion or local hiring events.

  1. Make Sure Your Job Description is Clear and Accurate

Write job descriptions that are easy to read and accurately describe the position that you are

looking to fill. For example, if you are hiring for an entry-level hostess position, don’t say you require 3+ years of restaurant experience in the job description. On the other hand, if you are looking for someone with experience, say so. An accurate posting will help you attract the best candidates for the job.

  1. Streamline the Application

A recent study by Glassdoor found that if you can reduce the time it takes for a candidate to complete a job application by 10%, you may see a 1.5-2.3% rise in applicants.

  1. While You’re at It, Streamline Your Interview Process, Too

If a candidate can schedule an interview right away, while you still have their attention, it will make a huge difference in whether or not they show up and how engaged they stay with your company. Automated interview scheduling is the most efficient and effective way of scheduling and rescheduling interviews between hiring managers and candidates, replacing time-consuming manual processes.

  1. If You Offer Schedule Flexibility, Shout It from the Rooftops

One survey found that more than a quarter of the jobs that candidates rejected in 2020 were due to the hours offered while only 10% were a result of pay, so make sure you are very clear about the hours you need the position to fill. While some candidates may prefer to have the same schedule each day, others may need some flexibility to take care of their family or attend school and will choose the job that is willing to work around their schedule.

  1. Use Text Communications Instead of Phone Calls or Emails

Today’s candidates don’t want to answer the phone or constantly check emails. In fact, more than half of the hourly workforce says they hate calling people. But the good news is that 98% of SMS messages are read, so if you can leverage text communications to your advantage, you can quickly and efficiently communicate with applicants, the way they want to be communicated with, keeping them engaged in the application process. You can automate parts of this workflow by using templates and scheduling text reminders about interviews and onboarding paperwork.

Want even more tips for increasing applicant flow? Read 21 Ways to Increase Applicant Flow for Hourly Hiring.

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