18 strategies for building, managing, and optimizing an effective recruitment funnel
Recruitment is a crucial aspect of any business, especially when it comes to hiring hourly employees. Finding the right candidates to fill open positions can be a daunting task, and although building a strong recruitment funnel is a solution to this problem, it can also present new challenges. With so much information to process and so many applicants to evaluate, it can be difficult to accurately assess each candidate and make informed hiring decisions. However, with the right strategy in place, it’s possible to streamline the recruitment process and find the best candidates for your hourly positions.
Tips for building and managing an effective recruitment funnel for hourly workers
A recruitment funnel for high volume hiring is tailored to the unique needs and characteristics of hourly employees. The steps in the funnel are designed to help you find the best candidates for your hourly positions while also streamlining the hiring process.
As a hiring manager or recruiter, building and managing an effective recruitment funnel for hourly workers is crucial. Here are some tips to help you get the most out of your recruitment funnel.
Awareness
The first stage in the recruitment funnel for hourly workers is Awareness, when you first appear on the candidate’s radar and make them aware of your organization. You can do this through various marketing and branding efforts, such as job boards, in-store signage, employee referrals, and social media.
Key metrics: The key metric to track in this stage is the number of candidates who become aware of your job opportunities and show interest in your organization.
Suggested strategy #1: To get the best results in the Awareness stage, you need to get creative about how to get candidates’ attention. Employer branding starts long before a candidate applies. Invest in a comprehensive branding and marketing strategy that includes in-store promotional efforts, employee referrals, and social media campaigns.
Attraction
The next stage is Attraction, during which you channel a candidate toward a job opportunity. A part of sourcing, this stage involves providing more detailed information about the job and your organization, such as role requirements, pay information, company culture, benefits, and schedule information. By providing this information, you can source candidates and help them determine if your organization is a good fit for them.
Key metrics: The key metric to track in this stage is the number of candidates who show interest in the job and take the next step.
Suggested strategy #2: Provide detailed information about the job and your organization, including company culture, benefits, and work schedule information.
Suggested strategy #3: Review your recruitment channels and take a targeted approach to advertising, and only place your job ad where your ideal candidates are likely to be looking.
Suggested strategy #4: Make sure you’re creating mobile-first experiences and a dedicated hourly worker careers website to make it easy for candidates to find and learn about your job opportunities.
Interest
Interest is the stage where you help the candidate find out more about the job and your organization. This stage involves providing more detailed information about the role and responsibilities, as well as answering any questions the candidate may have.
Key metrics: The key metric to track in this stage is the number of candidates who express interest in the job and begin to apply for the role.
Suggested strategy #5: Provide detailed information about the role and responsibilities, and answer any questions the candidate may have.
Suggested strategy #6: Consider leveraging technology, such as applicant tracking systems (ATS) and chatbots, to automate frequently asked questions and make it easy for candidates to find the information they need and take the next step.
Suggested strategy #7: Don’t forget about previous employees—leverage your Labor ATS to create a list of suitable potential candidates from your existing pool of talent.
Application
During the Application stage, the applicants click “apply” and go through the application process. This stage involves filling out an online application and completing any pre-employment assessments, requirements, or tests.
Key metrics: The key metric to track in this stage is the number of candidates who complete the application process, as well as the application source.
Suggested strategy #8: Make it as easy as possible for hourly candidates to apply for the job. Use mobile-first applications and pre-employment assessments to streamline the process and ensure that you get the information you need to make informed decisions.
Suggested strategy #9: Be mindful of the information you actually need to qualify a candidate. For example, a resume and cover letter may not be essential for the role requirements.
Evaluation
Evaluation is the stage where the organization assesses candidates to screen out or move forward. This stage involves reviewing the candidate’s application and other materials, conducting background checks, and conducting initial phone screens.
Key metrics: The key metric to track in this stage is the number of candidates who are “knocked” out of the process or who are qualified to move forward to the next stage.
Suggested strategy #10: Use automated tools for qualification steps (like background checks or skills assessments) to make the process faster and more accurate.
Suggested strategy #11: Leverage technology, such as workflow automation and machine learning, to help you make informed decisions about which candidates to move forward. This will also help with eliminating bias.
Interviewing
At the Interviewing stage, the organization takes steps to qualify the applicant. This stage involves conducting interviews (in-person, virtually, or via prerecorded video), potentially checking references, and verifying work history.
Key metrics: The key metric to track in this stage is the number of candidates who are deemed qualified and therefore can move on to the next stage.
Suggested strategy #12: Use in-person interviews, phone screens, and reference checks to ensure that you get the information you need to qualify applicants and make informed decisions.
Suggested strategy #13: Create a standardized interview process to ensure that each candidate is asked the same questions, and don’t allow interviewers to deviate too far from these questions.
Suggested strategy #14: Consider which type of interview, if any at all, is required for the position. For example, is an in-person interview required for the role, or can you gauge applicant qualification through a video interview?
Hire
Hire is the stage where the candidate is offered the job and the onboarding process begins. This stage involves preparing the necessary paperwork, providing training, and integrating the new hire into your organization.
Key metrics: The key metric to track in this stage is the number of candidates who successfully complete the onboarding process and become productive members of your team.
Suggested strategy #15: Use technology, such as e-signatures and digital document management, to make it easy for candidates to complete the necessary paperwork.
Onboard
The Onboarding stage is a critical step in the recruitment funnel for hourly workers because it ensures you’re actually getting your hired candidates to their first day on the job. It is the process of integrating new hires into your organization and ensuring that they have the tools and resources they need to succeed in their new role.
Key metrics: The key metrics to track during the onboarding process include time to productivity, retention rates, and employee satisfaction and NPS scores.
Suggested strategy #16: Leverage training tools, such as virtual reality and gamification, to make it easy for new hires to get up to speed.
Suggested strategy #17: Technology can also play a crucial role in streamlining the onboarding process. Tools such as W-4 and I-9 processing, online training modules, e-signature paperwork, and onboarding portals can help new hires get up to speed quickly and ensure a smooth transition into their new roles.
Suggested strategy #18: Provide clear expectations at the start, offer training and development opportunities, and assign a mentor or buddy to new hires.
Investing in a comprehensive tech stack is important for building and managing an effective recruitment funnel for hourly workers. Automation and software can help you streamline the process, improve the candidate experience, and ensure you find the best candidates for your hourly positions.
Key takeaways for high volume hiring
Building a recruitment and hiring funnel for hourly workers can be a complex and challenging process, but with the right approach, you can find the best candidates and streamline the hiring process. Here are some other key takeaways to keep in mind when building or improving your recruitment funnel for hourly workers.
Lean on data
To get the best results from your recruitment funnel, you need to rely on data to constantly improve. Collect data at every step of the funnel, and identify what key metrics you plan to track and gauge for improvement. Analyze these data to identify areas where you can improve, such as reducing cost-per-hire, improving candidate engagement, or increasing offer acceptance rates.
Be flexible
There isn’t a one-size-fits-all approach to high volume hiring; you need to make adjustments by role and location. Be flexible and adapt your approach as needed to find the best candidates for each role. Consider factors such as the local job market, the type of work, seasonality, and the qualifications required to find the best candidates.
Automate where you can
Automation is important when building a recruitment funnel for hourly workers. Leverage AI and machine learning to help you screen resumes, schedule interviews, and automate reference checks. Automated tools can help you streamline the process and ensure you find the best candidates for each role.
Enhance the candidate experience
The candidate experience is critical when building a recruitment funnel for hourly workers. Prioritize the candidate experience by providing clear and concise information about each step of the process, answering questions in a timely manner, and making it easy for candidates to apply and complete the necessary paperwork. This will help you find the most qualified candidates and reduce time-to-fill.
Building an effective recruitment funnel for hourly workers requires a combination of smart hiring practices and an efficient tech stack. By using data to inform your approach; being flexible and adapting to different roles and locations; leveraging automation and AI; and prioritizing the candidate experience, you can build a recruitment funnel that turns candidates into employees.
With a well-designed recruitment funnel, you can streamline the hiring process, find the right candidates for your organization, and reduce time-to-hire.
Investing in the right tech stack, including a Labor ATS, can also help you automate many of the manual tasks involved in the hiring process, allowing you to focus on the most important aspects of finding and hiring the best candidates. By taking these steps, you can build a recruitment funnel that will help you find the best hourly workers for your organization and ensure a positive candidate experience throughout the process.
If you’re interested in learning more, Fountain is optimized for hiring high volumes of hourly workers, enabling an applicant experience backed by an automated workflow that is specific to role and location. See Fountain in action by requesting a demo.
