5 Tips for Restaurants to Hire and Retain Millennials

Millennials are taking over the world – quite literally! Millennials will soon outsize the Baby Boom generation and will become the largest living generation. By 2030, the Millennial generation will have 78 million people whereas; the Boomer generation will only have 56 million people in the United States. However, ask any restaurant manager what their greatest challenge is, and the unanimous response will be hiring and retaining the millennial workforce! As the demands and expectations of millennials rise, and as they constantly search for something better and different, hiring and retaining millennials is challenging for any industry – especially in the restaurant industry where the annual turnover rate is a whopping 94% – much higher than any other industry.

So what can you, as a restaurant operations manager, do to hire and retain the best people from this lot?

Top Tips

Attrition is never good; not only does it affect your restaurant operations; but it is also costly when your most valuable people quit. Some of the main reasons why millennials quit their jobs are lack of opportunities, unsatisfactory compensation and benefits, mundane work, dull work environment and no recognition or appreciation. Since millennials are imperative to the success of your restaurant, understanding their needs and catering to them is vital. Here are 5 tips to hire and retain millennials:

  1. Offer flexibility: One of the first things you need to do to encourage and motivate Millennials to work for you is by offering flexibility in work hours. Millennials are always looking for flexibility and autonomy while pursuing job opportunities; they like to be in control of their own schedules, rather than be forced to adjust to a rigid schedule. Start by embedding flexibility into the core of your corporate culture and letting millennials set their own schedules. You can choose from a variety of scheduling software and offer an easy way to swap shifts or request schedule changes for a happier and more efficient workforce.
  2. Get smart: With millennials touching their smartphones 45 times a day, it becomes increasingly important for you to embrace and implement digital technology across your operation lifecycle: from using smart inventory management tools to digital training options, smart scheduling to quick ordering through tablets and smartphones. The millennial generation has no time or inclination to operate the traditional way and are more devoted to working smarter. Hence, implementing digital technology is critical to keep up with their pace and motivate them to do their jobs more efficiently.

In your hiring process as well, you need to engage with them through mobile devices – make it easy for them to find you while they are looking for a job and make it easier to apply for the job at a click of a button!

  1. Innovate your training: With 44% of millennials ready to leave a job because they didn’t have the skill development opportunities they wanted, using traditional methods of training can bore and demotivate them. If you want to cater to the technologically-savvy workforce, you need to make a dramatic shift from your conventional training methods and incorporate innovative techniques. Since training is no longer just about compliance or company-mandated policies, by using modern training programs such as micro-learning and AR-driven training, you can offer a multi-faceted learning experience that taps into millennial interests, appetites, and career goals.
  2. Create an appealing atmosphere: In order to alleviate the exhaustion and frustration of everyday work in the restaurant industry, you need to make your work environment interesting and appealing where millennials feel motivated to work and are appreciated for their contributions. Empower them by offering mentoring and professional development courses, give them opportunities to demonstrate their social responsibility, and encourage collaborative and creative efforts for improved morale and satisfaction.
  3. Make work fun: Millennials are always in search of something exciting, challenging and creative; therefore, in order to hire and retain them, you need to create a fun work environment to make every day more appealing, interesting and stimulating. Millennial attitudes are shaped through the several social media connections and by communicating with diverse people and cultures. Although these attitudes can be difficult to address, it’s important to understand that excitement and challenge is what drives them. So, make work a place where they can do their jobs while having fun, being creative and building relationships.

The Power of Now

With millennials making up nearly half of the US workforce, many restaurants are under the impression that millennials will shape the future of their business; the truth is, millennials aren’t the future, but the present. However, with millennials being more demanding and less inclined to follow conventional procedures, you need to develop innovative strategies for recruiting and hiring these seemingly hard-to-please workers. Since millennial turnover can impact your business profitability, making adjustments to your operations and bringing in technology is a great way to cater to their needs. In addition, offering flexible work hours, innovating your training methods, creating an appealing atmosphere and making work fun are equally important. Understanding millennials career aspirations and attitudes about work and doing what’s best to win their hearts, minds, and loyalty is what will define the success of your restaurant.

Creative Solutions for Dealing with Labor Shortage in the Restaurant Industry

If you happen to walk into a restaurant, don’t be too surprised to find the chef doing the dishes, or the manager setting up tables. The labor shortage in the restaurant industry is at an all-time high, and no; this problem is not new, but it has surely come to a point of extreme concern and fear. According to Dallas News, labor shortage is becoming a crisis that will only get worse. Managers filling in to perform tasks due to the lack of skilled (and unskilled) labor has become commonplace, but there are ways you can deal with it.

Reasons for Labor Shortage

The restaurant industry is portraying a very sorry figure. As more and more eateries, bistros and cafés mushroom in the most up-market of locations, striking a balance between high rent and labor wage is excruciatingly difficult. According to East Bay Times, upward of 60 restaurants in the Bay Area closed down between September 2016 and January 2017. Plus, the increasing prominence of celebrity chefs causes mistaken perception among aspiring chefs that success can be easily earned through fame. In an industry as dynamic as the restaurant, several factors contribute to labor shortage:

  • Dynamic restaurant growth is causing an unprecedented need for skilled workers at all levels
  • Historic low unemployment rate (Sub 4%) has translated into a significant shortage in the required demographics
  • Meager minimum wage ($7.25/hour in Texas) is making attracting and retaining labor extremely difficult
  • Diminishing skill-based learning programs is leading to a severe skills gap
  • Rising inflation and increased cost of living is causing an enormous demand for higher salaries
  • The onset of new dining options is making it difficult for restaurants to find and keep good employees
  • Increase in health insurance costs is putting immense pressure on restaurant owners
  • Growing anti-immigration laws is causing a massive dearth of entry-level skilled workers

Creative Solutions to Deal with Labor Shortage

Apart from delivering delectable food, recruiting and managing employees is one of the most pressing concerns for restaurants. According to the National Restaurant Association, labor recruitment is a top challenge for most restaurants. While some just close shop due to the dearth of labor, some others turn to creative solutions to deal with labor shortage:

  1. Create a fun work environment: Although restaurants usually operate on thin profit margins, in order to retain top talent (and attract more), operators need to create a fun work environment to make the whole experience more appealing. For instance, Ratatouille and Company holds mock cocktail parties to enable their servers to learn skills like pouring Champagne and answering queries about items on the menu. They also let their chefs prepare their favorite dish and identify ones that can be part of their menu.
  2. Empower workers: Worker dissatisfaction and frustration is common in the restaurant industry. Hence, it is essential you put the right people with the right skills on the right jobs. Give your workers the tools they need and empower them to work smarter and at a more professional level. Offer benefits to high performing employees and stipends for professional development to keep labor motivated, engaged and committed; Chick-fil-A, McDonald’s and Taco Bell are helping employees pay for college tuition.
  3. Be flexible: Since a majority of labor in the restaurant industry are students or chefs fresh out of culinary school, offering flexible hours that allow them to work longer (or fewer) hours can help in attracting more qualified workers. Instead of imposing strict, rigid schedules, enable flexibility in order to improve worker satisfaction, making the most of the limited labor and reducing turnover. In-N-Out Burger has been rated the number 1 fast food restaurant chain primarily due to its flexible scheduling.
  4. Upskill their capabilities: If restaurant owners screen and train their employees properly, there is sure to be a substantial impact on turnover. Training the workers using creative training methods and honing their skills for their jobs helps in increasing their productivity and efficiency, ensuring loyalty, and reducing the need and cost of hiring more people.
  5. Leverage technology: Using modern technology solutions, restaurant owners can systematize their hiring and training processes. Using mobile apps such as ZippyApp, restaurants can streamline their hiring process with easy application management and tracking, automated application matching, optimized hiring pages, and with access to a huge database of potential candidates.

Embrace Change

Gas prices or labor shortage – some things are just out of your control. Although the root causes of labor shortage are complex, there’s a lot you can do to minimize the impact: from creating a fun work environment, to training and educating your workforce, offering flexible work hours, and leveraging technology for boosting efficiency. Whether you’ve just begun your journey or whether you are an old player, take note of these solutions. You cannot help labor shortage from happening, but if you play your cards right, you can certainly embrace change and make sure your restaurant deals with it the right way.

3 Pillars of Successful Restaurant Staffing

Recruiting is as much a marketing practice as strategies you use to bring in customers. Just as you promote your brand and emphasize the delights of dining at your establishment, you need to delight candidates in order for them to become a part of your team.

You are utilizing latest technology to engage your patrons before, during, and after their dining experience. You are utilizing mobile technology because you have recognized that it is the device of choice for a significant majority of them. You’ve invested in managing your brand and you use every resource to engage your patrons.

Studies have also shown that many brands’ patrons actually make the best employees.

Well, let’s consider a few thoughts:

  • Are your recruiting efforts keeping up with today’s best practices – including mobile?
  • Are you still using reactive ad postings, praying to get applicants?
  • Are you measuring the effectiveness of your job postings by monitoring the click-to-apply ratio? Is it in low single digits?
  • Are you using the complex HRIS systems designed for the corporate world, which usually require dedicated recruiting staff?
  • Is your recruitment compliance process heavy, putting applicants through a long arduous process just to submit an application?

If you answered “yes” to any of these questions, it might be time to reconsider your recruitment strategies.

Staffing your restaurants with qualified staff relies on three major pillars. Weakness in any one adversely impacts your recruitment success.

Job Description

The job description is often the first impression most job seekers get about working at your establishment. Even if they are familiar with your brand, the job description is the first communication, which tells them what it’s like to work at your place.

We recommend taking this first impression opportunity to tell the candidate why it is great to be a part of your organization. Share with them how rewarding it can be, the flexible hours, opportunity to grow, learning about the wonderful culinary world, etc.

I have seen many job descriptions and many feel like what I call “a prison sentence” – several pages long, riddled with all of the harsh conditions of working at a restaurant. It is perfectly fine to have a job description with duties, which discloses the working conditions and the expectation as a part of the hiring process, but not the recruitment.

The job description should cover more of why a person should be a part of your team and how they can grow within your organization.

Get them excited to apply for your jobs.

Job Distribution

Job seekers have varying habits when it comes to searching for a job. They go to various job boards, Google, your own website, employer review sites, etc. to learn about your business and apply for your jobs. A study recently found that jobseekers often visit as many as 15 sites before they apply to a job.

Let’s not forget the location itself. A restaurant’s location is often the best marketing tool, invoking the following thought in the mind of the best passive applicant “… how wonderful it would be to work at this place.” Can a job seeker apply for a job at your location with their mobile device, with just a few clicks?

Is your recruitment marketing consistent across all these channels?

A comprehensive and optimized job distribution network is of the essence in getting your jobs in front of the right applicants. Your job descriptions need to be exciting, ever-present, optimized for search engines, and distributed to as many job boards as possible for the most exposure.

Applicant Engagement

Applicant engagement is the third pillar of successful staffing. It is critical for every organization to fully understand their entire application process. Consider the mindset of a job seeker looking for a near minimum wage job. Consider the fact that we are in a very competitive and tight labor market. Would you expect someone seeking a line cook position or a wait staff position to take 45 minutes to complete an application?

Ease of applicant engagement is directly correlated to the click-to-apply ratio. A recent study by ERE Media demonstrated that if the application process is less than 5 minutes, a click-to-apply ratio of 12.8% can be expected. However, if the application process exceeds 15 minutes, then the click-to-apply ratio drops below 4%. This is a significant decrease; couple that with the fact that it is generally the best applicants who abandon long application processes (because they have options) and you can see why this is important to you. 

Going through the entire application process from the viewpoint of an applicant enables you to observe the bottlenecks and points of friction. Consider the fact that every decision or click is an opportunity for the job seeker to abandon the application process altogether. 

Conclusion

Many organizations react to their recruitment when in crisis.  Implementing a comprehensive recruitment strategy enables you to have a very proactive recruiting process. A system covering the 3 Pillars with 24/7/365 recruitment provides a constant flow of great candidates, which provides options to truly elevate the quality of your team.

The idea of three pillars implies that the three practices must be employed for the success in staffing. It is essential to address all three simultaneously to achieve the best results. We consider each one the pillars a major topic and worthy of its own comprehensive coverage.

Please look for our upcoming blogs covering each one in more depth.

5 Tips for Hiring in a Tight Labor Market

As an hourly employer, you know very well it takes longer to staff up your team in today’s market (find out how we can help with your seasonal staffing needs!)

The good news is that there are high-performing candidates and quality hires even in a tight labor market. What is pertinent for you to know is how to attract them. Here are 5 tips on how to hire in a tight labor market.

1. Identify the right talent. As discussed in our previous Blog, How to Develop an Hourly Recruitment Strategy, your current employees are your best brand advocates. Leverage your current employee network and offer incentives for employee referrals. No one will refer a poor candidate, since his or her reputation is on the line too. Post your current job opportunities to multiple job boards and social media channels to increase awareness to your openings. We do this for you by distributing your jobs to the most popular local job boards– like Indeed, Monster, Glassdoor, Nuevo, and Juju – and also to popular social media channels like Facebook and Twitter.

2. Be specific when placing your job ads. Last week, we discussed the importance of your job titles and descriptions when attracting quality applicants. Be detailed about your requirements – skills, previous experience, age, and salary requirements – to keep less qualified applicants from applying.

3. Keep a healthy flow of applicants. At ZippyApp, our goal is not just to provide you with quality applicants at a time of need, but also to provide a steady stream for future needs. Always be on the lookout for quality hires – post a ‘Future’ job opening on ZippyApp that way you can archive and have quality hires on hand for when they are needed.

4. Reduce your employee turnover. The single best way to reduce your employee turnover and dodging the costs of a bad hire is to hire the right people from the start. Don’t think you have to settle on hiring a low-quality applicant because you feel you are unable to hire a good quality one. You are better off leaving a position open and un-filled than hiring a less-talented employee.

5. Be aware of your employer reputation. Which brings us to our final point – create a good employer reputation to attract the highest quality candidates. Don’t compromise your job requirements for poor talent just to fill a position. Poor performers at your company can turn-off your best performers, as talented employees want to work for companies that house other good talent. Good talent, after all, is what gives your company and brand a competitive advantage. The companies and brands that receive the highest applicant flow on ZippyApp not surprisingly are the ones that also receive great rating on employer-review sites like Glassdoor. When a company cares for its employees and for good talent, high-performing candidates seek employment there.

Do you have any tips to share? Comment your thoughts below!

What Does the 5% Unemployment Rate Mean for Restaurants?

While the latest 5% unemployment rate indicates the nation’s economy is strong, it means more competition for restaurants. One in every ten Americans is employed in the restaurant industry, and the improving economy means these workers have more options.

Labor trends. The surge in restaurant employment growth indicates there is a gap between job openings and available candidates. We are in one of the tightest labor markets we have seen in decades, and low unemployment and ample supply of jobs puts even more pressure on restaurant owners and operators. The competition for quality workers is very high, and the restaurant labor pool is shrinking. Check out our blog to learn tips for hiring in a tight labor market.

Labor challenges. As the U.S. economy strengthens and the unemployment rate decreases, restaurant owners and operators are likely to see recruiting and retaining employees becoming more of a challenge. Developing a solid hourly recruiting marketing strategy will give you a leg up in finding quality employees. Our innovative approach to recruiting casts a wider net to capture quality applicants. We distribute your jobs to the most popular online job boards and post to social media gaining the most exposure to your jobs.

Retaining employees. High turnover has been a constant struggle for the restaurant industry. In 2014, the National Restaurant Association showed the restaurant-and-accommodation industry had a turnover rate of 66.3%. Showing your workers who they can become within your organization is a great way to keep them loyal and reduce turnover. Devoting more resources to employee training and education can benefit you in the long run.

Spring Clean Your Social Media Profiles

Did you know? 90 percent of hiring managers make their first impression of applicants through their social media accounts — yes, you read that right — 90 percent! Extending from this, one in three employers have admitted to rejecting candidates based on something they found online. Because of this, it is important for you to view your social media profiles as an extension of your application. With that in mind, it may be time for you to do some spring cleaning of your social media profiles to get rid of old dirt. Here is a checklist to help get you started!

  • Research Yourself. Start by Googling your name and social media handles to get an idea of whats out there about you. Flag and delete any inappropriate content that could hurt your chances of being hired.
  • Privacy Please.  Once you’re finished cleaning up the dirt you found, change your social media profile settings to ‘Private.’ This is an easy way to block your content from certain eyes you don’t want seeing it. However, sometimes it is still not enough. Facebook and other social platforms are constantly updating their privacy policies, so don’t be surprised if you see your content out there for the full public to view, even when you thought you were off the map.
  • Picture Perfect. Your profile picture gives an instant first impression of you, especially to hiring managers and recruiters. In fact, recruiters spend on average 19% of their time looking at profile pictures, which can be a factor when deciding if an applicant should be dismissed or not. Here are some things to watch out for:
    1. Not Posting a Picture or Using a Default Picture: These types of images look lazy.
    2. Using Unformatted or Blurry Images: These images look unprofessional.
    3. Posting an Image That Is Not of You: Tarnishes Your Personal Brand.
    4. Uploading an Inappropriate Picture: Do we really need to say more?

What we always say: “If you want the job, you gotta look the part.”

  • You Are What You Post: Potential employers might look into what types of topics you post about. Doing so will help them understand more about you as a candidate, including your professionalism and how you might fit into the company culture. Be sure to keep your posts professional and position yourself in a positive light. Delete old posts that may leave a bad impression. Too much to sort through? Let a cleanup app like Social Sweepster do the work for you.
  • What Your Friends Post: Even if you are watchful about what you are posting, your friends and followers may not be. Be sure to untag any inappropriate pictures that come up in your search results or under your ‘Photos Of You’ Facebook photo album, which will show all of the photos you are tagged in. That picture of you doing a kegstand? Send your friend a private message asking it to be removed.
  • Who and What You Like Tells A Lot About You: One of the top reasons an employer hires someone after checking them out on online is that they show a wide range of interests. However, think twice about certain ones — 48 percent of employers said posts on drinking and other inappropriate activities was a top reason to NOT hire a candidate.

Have any social media profile spring cleaning tips to share? We’d love to hear from you!

Statistics taken from AvidCareerist and Career Savvy.

Are You Ready for the January Hiring Spike?

Hourly hiring is a seasonal game and the seasonal hiring trend does not end in December. January is a very important hiring month for hourly employers, as many seasonal workers are back on the market. Because of this, you need to develop a big presence in January to attract the best candidates for your jobs. Here are some tips to get you prepared for the new year hiring rush!

1. Post your jobs the first week of January. Many other employers will still be getting back into the work groove, playing catch-up with emails and voicemails. This will limit their time to post their open jobs. Posting yours before the rush can help you capture the best candidates.

2. Add seasonal SEO keywords to your job titles and descriptions. As discussed in our previous guide to Lean and Mean Job Descriptions, your job titles and descriptions are a vital piece in attracting quality candidates. Adding seasonal SEO keywords can help your jobs pop up first in January hiring searches. Our unique job distribution network allows your jobs to be posted to the most popular local job boards (think Indeed, Monster, Glassdoor, Trovit, Neuvoo, and Juju.com), giving you the most exposure to capture quality, local candidates.

3. Adopt a one-click apply process. Job applications and old-fashion apply processes can take awhile to complete, deterring the best candidates from applying to your jobs. With our one-click apply process, applicants create one application on ZippyApp and simply hit Apply to submit it to your jobs. Applicants are also able scan your locations’ unique QR code and submit their application straight from their mobile device.

4. Simplify you Applicant Management System. How much time do your hiring managers take to sort through applications and candidate profiles? On average, studies have shown it takes about 30 minutes per application. Our simplified Applicant Management System allows hiring managers to filter, tag, and archive applications based on certain criteria, minimizing the time it takes to look for the information they want.

Are you an hourly employer with seasonal hiring tips to share? Leave your comments here!

5 Tips to Landing a Seasonal Job

Are you looking to earn some extra spending money over the holidays through a seasonal job? You aren’t alone. Retailers are expected to add 755,000 temporary jobs this holiday season, and restaurant owners are preparing for high-volume traffic as shoppers wallets start to loosen for the holidays. This means the race is on to land a seasonal job!

While the “old way” of applying is still around, via paper applications and walk-in interviews, many companies have taken to mobile to streamline their apply and hiring processes (which is where we step in).

If you are looking to land a seasonal job, you’ll need to know what seasonal employers are looking for. Here are some things to add to your ZippyApp application so you can stand out from the pack and land the seasonal job you are looking for!

  1. Be flexible with your schedule.Are you able to work extended holiday hours and weekends? Hourly employers are on the lookout for you! A flexible work schedule is one of the first things a seasonal employer will look for on your application, so be sure to include the days, times, and hours you are available to work. But don’t say you are available certain days and times when you really aren’t – a tactic used by some just to land a job. Your employer will soon find out you are not as available as they initially thought, and could quickly find a replacement that offers a more flexible schedule.
  2. Play up your previous experience. Busy holiday hours means less time for training, so seasonal employers will be on the lookout for experienced workers. But just because you haven’t worked in a retail or restaurant setting before doesn’t mean you will be passed over. Do you have any customer service or customer support experience? Highlight those on your ZippyApp application.
  3. Show off your personality and attitude.Dealing with stressed out shoppers and diners is not something everyone can handle. Utilize our video resume feature to show off your positive attitude and bubbly personality. Then, give examples of how you have been able to turn a negative situation into a positive guest experience.
  4. Highlight your ability to multi-task. Seasonal job descriptions don’t mirror regular ones because oftentimes, seasonal workers have to wear many hats. Seasonal employers want to get the most they can out of each worker rather than have each worker do one set job. Include on your ZippyApp application all of the tasks and duties you have performed in past jobs, and include keywords such as “multi-task” and “fast-paced” to show you can handle busy holiday crowds.
  5. Demonstrate you are a fast learner.Showing you have exceled in past jobs can demonstrate to seasonal employers that you are quick learner. As we mentioned previously, seasonal employers don’t have much time and resources to train you during busy holiday months, so you will need to prove you can hit the ground running in your new role. Some ways to do this? Include that promotion you received after only a few months at your last job, or when you took on other duties that were not a part of your initial job description.

9 Steps for Peaceful Holiday Scheduling

For hourly employers, ­­it is definitely not the most wonderful time of year. On top of the added stresses of hiring seasonal employees, creating seasonal schedules provides more of a burden. To minimize the risk of dampened morale, unhappy employees, and even legality issues, it is imperative to develop preventative measures to minimize scheduling issues. Here are 9 steps for peaceful holiday scheduling.

  1. Plan early. As mentioned in our previous Blog, always plan and be prepared for what is ahead. Holidays will always be an upcoming challenge for you. So will summer and back-to-school months. When you hire on a candidate, ask them what days, times, and holidays they would be willing to work. This can later avoid accusations of unlawful time off requests for religious-based lawsuits (Federal law states that you must make a “reasonable effort to accommodate employees sincere religious beliefs,” which means you must try and accommodate their time off requests for religious holidays). Also, be upfront and clear with your employees. Set clear expectations of black out days where no one gets to request time off.
  2. Don’t assume everyone wants to take time off. For some, like students back home from school break, the holidays allow for extra shifts, which equates to extra money in their pockets. Don’t assume your single workers don’t want to take time off, or that those with families want more time off. Most employees know their holiday plans in advance, so ask your staff to submit their time-off requests a month (at least) in advance so you can schedule accordingly.
  3. Release schedules for busy weeks well in advance. Create and give your employees their schedules early to allow flexibility for schedule adjustments – like shift switches and covers.
  4. Make note of seniority statuses. To be fair and avoid issues of demoralization, consider who has been at your company the longest and ask them what holidays, if any, they would like off.
  5. Consider who Has worked or is scheduled to work other holidays. Another fair tactic is to prioritize workers who have worked certain holidays previously, or is set to work a holiday already this season. This gives you reason to explain why one worker is getting the time off they requested over another.
  6. Be direct with seasonal employees. Your seasonal staff is there for just that – to keep you prepared for the holiday rush. Be upfront in your seasonal job descriptions and the number of hours, days, and times they are expected to work (we talk about this in more detail in our Guide to Seasonal Hiring).
  7. Try not to schedule consecutive shifts or coinciding shifts to the same workers. Not everyone wants to work all closing shifts, and especially shifts that coincide, like closing late one night and opening bright and early the next day. This is a great tactic to keep in mind for decreasing your turnover and retaining loyal employees.
  8. Alleviate the strain and spread out shifts. Breaking up long holiday shifts into smaller shifts evens out the strain. Also, utilizing shorter shifts is a way to monitor busy and slow times. Overstaffing and top-loading certain shifts can decrease profits, and make for unhappy employees (splitting tips with more workers means less money in their pockets too). Be flexible if it does get busier than you expect (you can utilize our “On Call” feature for times like this!) Or if it is slower than you expected, cut people and let them go home early.
  9. Incentive those who do work those holiday shifts. Incentives are a great way to attract, retain, and keep your employees happy. We are in one of the tightest labor markets we have seen in decades, and incentives make your brand stand out from the rest. A common incentive many companies offer during the holidays is time-and-a-half pay to those who work extra holiday hours/ shifts, but be wary as that can become expensive very quickly. You can also offer gift cards, more time off during regular seasons, priority pick on the next schedule, or even a small bonus to employees who work unattractive holiday shifts.

Do you have any holiday scheduling tips to share? We would love to hear from you! Comment your thoughts below.

Celebrity First Hourly Jobs

Did you know some of today’s most popular celebrities started their careers on the same path that you are going down — through the hourly workforce? In fact, studies have shown that one in every eight American workers has been employed by McDonald’s. Believe it or not, your not so glamorous restaurant job can be your most defining, and set you on the path to bigger and better things.

A new year is on the horizon – can you believe we are just 6 weeks away from 2016? In the next few weeks as we approach the new year, we are going to provide advice to help set you up on a successful career path. Today’s Blog will take a look at celebrity first hourly jobs, to help show that your first job can be the most crucial of your career path. So whether it’s a quick-service restaurant or retail store at the mall, every person has to start somewhere in their career. Here are a few big names you won’t believe started the same way you are!

Harry Styles: Bakery Assistant
Before hitting it big with One Direction, Harry Styles worked at a bakery.

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Get started in your career like Harry Styles — we have Bakery jobs on our Job Board!

Carly Rae Jepsen: Barista 
Before her viral music hit, Call Me Maybe, Carly Rae Jepsen worked as a Barista to pay for rent while she pursued her musical career.

Carly Rae

Check out our Barista jobs on on Job Board!

Rachel McAdams: Worked at McDonald’s
Before The Notebook and Dear John, Rachel McAdams worked at McDonald’s. She describes McDonald’s as “a great place to work.”

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Check our Job Board for open jobs at McDonald’s near you!

Crystal Reed: Ice Cream Scooper
Before her days starring in Teen Wolf, Crystal Reed scooped ice cream.

Crystal Reed

Check out our jobs at CREAM Nation, Tin Pot Creamery, and other sweet shops here.

Beyoncé: Hair Styling Assistant
Before she ruled the world, Beyoncé swept hair off the floor of her mother’s hair salon.

Beyonce

Who wouldn’t want to follow in Beyonce’s footsteps? We have Hair Stylist jobs near you on our Job Board!

Madonna: Jelly-Filler for Dunkin’ Donuts
Before she was the Material Girl of the 80’s, Madonna worked a minimum wage job at Dunkin’  Donuts.

Madonna

To get started in your career like Madonna, check out our jobs at Dunkin’ Donuts and Krispy Kreme here.

Jim Carey & Jon Bon Jovi: Worked as Janitors
Before Jim Carey started working as a stand-up comedian and Jon Bon Jovi was livin’ on a prayer, they used to work as Janitors to support themselves and their families.

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We have  Janitorial or Custodian job opportunities on our Job Board!