Finding the right hourly employees to join your team isn’t easy. Good employees are worth the search though.

So you post a job and wait for applications to roll in, right? But then you find yourself reading the applications and asking why the skillsets of the applicants don’t match that of your listing.

Don’t lose hope. The employees you want are out there, but there is a chance you aren’t focusing your recruitment efforts in the right location or on creating job postings that grab the interest of the right candidates.

Fortunately, there are a few simple, inexpensive ways you can revamp your recruiting strategy to dramatically improve the quality and number of applications you receive.

  • Mobile. This isn’t just a great channel to reach hourly workers after you’ve hired them – mobile is also a proven means of finding candidates in the first place. Job seekers are increasingly searching for work via their mobile devices. According to Fast Casual, more than half of all applications are currently submitted from a mobile device. Make sure your postings and application software are mobile-friendly. Otherwise, many job seekers may skip over your opportunity for one that’s easier to access.
  • Use real language, not lingo. People won’t apply for a job if they don’t know what it actually is or whether they’re qualified to do it. If you need a “Dog Groomer,” don’t advertise for a “Canine Image Enhancement Specialist.” What is that? I don’t know, and potential employees won’t either. Even if you use company-specific titles or descriptions internally, save them for onboarding. Be clear in job postings.
  • Highlight what you have to offer. Companies can become so focused on what they need in a prospective employee that they fail to share the perks or opportunity they can provide. Do you have flexible schedule options? Say so! Is there room for advancement through a given role? By all means, point it out. Again, you’re looking to stand out from the competition just as you do in your customer marketing efforts. If you want great employees, help them understand what makes you a great employer.
  • Be human. Once you have the right channel, the right language, and the right offerings, don’t ruin it with an automated “We will reach back out within 24 hours thank you for your submission” and then take 72 hours to get back to them. Just shoot them a quick message as soon as you can saying “thanks” and letting them know that their resume is being reviewed and that you are excited they took the time to apply. It will go a long way.

The “work” part of the recruiting process should begin after the right candidate has been hired and actually starts the job … not as he/she is trying to navigate how to submit an application or decipher what a role description means.

By implementing the tips above, you can make hiring hourly employees easier on everyone involved and, as your turnover rate drops, have the need to do it much less frequently.