With a historically high turnover in the Food & Beverage industry (70 to 120 percent per year,) there is a constant demand for workers. Along with an increase in U.S. Food & Beverage positions, competition to hire is steep.
The reality is that the quick-serve and restaurant workers are a transitory population made up of students, interim job seekers, and people in the “gig-economy” lifestyle. As a restaurateur, the fact is that you have a massively high transitioning workforce and you must be able to find and replace in a frictionless way.
The question for many F&B companies is what can employers do to decrease time and cost to hire, while standing out in a very saturated industry?
Successfully hiring food-service workers involves more than just posting a job and waiting for the candidates to flow in. Hourly job seekers want their candidate engagement experience to meet their needs, anywhere, anytime, any device. Companies who have seen their time to hire decrease, have followed these simple steps.
1: Meet Them Where They Are
Hourly candidates need a process that allows them to apply anytime, anywhere, and from any device they have access to
2: Get Them Through the Process at Lightning Speed
The two most common reasons candidates abandon an organization’s recruiting process are because they felt like their time was disrespected (19%) and the overall process took too long (17%).
3: Speak Their Language
Three out of five job seekers say that better employer communication with candidates throughout and after the applicant process would be the best way to improve their overall experience. What’s clear is that you must specifically adapt your communication strategy to interact with the job seeker.
4: Work with Their Schedule
One of the hallmarks of the hourly workforce is their flexibility. Many of these candidates seek out this flexible work arrangement. For that reason, it’s important to make sure your hiring process embraces that flexibility, too. What might that look like? Accessibility to the information they need anytime and on any device, and pre-recorded phone interviews they can take at anytime are just two examples of how organizations can meet the needs of a flexible workforce.
5: Make the Process User-Friendly
A confusing website and application process can mean high applicant drop-off rates of up to 90%. Candidates today expect an experience similar to top online shopping websites and every candidate touchpoint and stage should be intuitive, quick, and painless.