The Power of Recruitment Marketing in the Restaurant and Service Industries

Posted on by zippyapp

The restaurant and service industries are the lifeblood of the economy, delivering exceptional customer experiences and creating millions of jobs worldwide. However, one of the biggest challenges these industries face is hiring and retaining top talent. With high turnover rates, seasonal fluctuations, and an increasingly competitive job market, traditional hiring methods are no longer sufficient. This is where recruitment marketing comes into play.

Understanding Recruitment Marketing

Recruitment marketing is the strategic approach of applying marketing principles to attract, engage, and hire the right talent. It involves employer branding, targeted job advertising, candidate experience optimization, and leveraging technology to reach potential employees effectively. In essence, recruitment marketing is about treating job seekers like customers—creating an appealing, engaging, and informative journey that makes them want to work for your brand.

Why Recruitment Marketing Matters for the Restaurant and Service Industries

  1. High Turnover Rates – Restaurants and service businesses often experience turnover rates exceeding 70%. Recruitment marketing helps build a talent pipeline, reducing the time and cost of filling vacancies.
  2. Employer Branding – A strong employer brand attracts top talent. Showcasing company culture, employee testimonials, and career growth opportunities can make businesses stand out in a crowded hiring landscape.
  3. Reaching the Right Candidates – Recruitment marketing utilizes social media, job boards, and search engine optimization (SEO) to ensure job postings reach the ideal candidates.
  4. Improved Candidate Experience – A streamlined application process and clear communication create a positive impression, increasing application completion rates and retention.
  5. Cost-Effective Hiring – Traditional recruitment methods can be expensive and ineffective. By leveraging targeted marketing strategies, businesses can reduce hiring costs while improving the quality of hires.

How Talentral and ZippyApp Drive Recruitment Marketing Success

Talentral specializes in recruitment marketing consulting, helping restaurant and service industry employers create compelling talent acquisition strategies. With expertise in employer branding, digital advertising, and data-driven recruitment solutions, Talentral ensures that businesses attract and retain top talent efficiently.

At the core of this practice is ZippyApp, a leading recruitment marketing platform designed specifically for the restaurant and service industries. ZippyApp simplifies job postings, streamlines applications, and enhances employer visibility, making it easier to connect with qualified candidates. With features like mobile-friendly applications, automated communication, and powerful analytics, ZippyApp helps businesses optimize their hiring process and reduce turnover.

By integrating Talentral’s expertise with ZippyApp’s technology, businesses can build a sustainable recruitment marketing strategy that keeps their workforce strong and their operations running smoothly.

Ready to transform your hiring strategy? Discover how Talentral and ZippyApp can help you attract, engage, and retain the best talent in the industry.

Charting the Course: Balancing Humanity and Technology in the Restaurant Industry

Posted on by zippybeck

As we set our sights on the upcoming Restaurant Finance and Development Conference, a palpable sense of anticipation courses through the veins of the restaurant industry’s leaders. The air is thick with the aroma of change, a blend of uncertainty and opportunity, as CFOs and executives ponder the complex recipe for success in the coming year. The festive season looms, bringing with it reflections on labor costs, the puzzle of labor shortages, the allure of automation, and the relentless quest for robust earnings.

The Dawn of Automation and AI: An Inevitable Tide

Automation and AI are no longer mere specks on the horizon; they are the winds propelling the industry forward. From the humble beginnings of self-service kiosks to the futuristic visions of robotic chefs, technology has been entwining itself into the restaurant narrative with increasing tenacity. The future whispers promises of an unprecedented fusion of technology in daily operations, sparking both excitement and trepidation.

Humanity vs. Technology: The Delicate Dance

At the heart of this technological revolution lies a delicate dance between humanity and technology. The efficiency and cost savings of automation pirouette alluringly, tempting decision-makers with visions of streamlined operations and enhanced profitability. Yet, amidst this dance, we must not lose sight of the warmth and adaptability that define the soul of hospitality—the irreplaceable human touch.

People vs. Cost Savings: Navigating the Dichotomy

As the festive season casts its glow, the contrast between the joyous cheer of human interaction and the sterile precision of machines becomes starkly evident. Industry leaders find themselves navigating a dichotomy that is as challenging as it is crucial—the balance between people and cost savings. It is a strategic calculus that demands foresight, empathy, and a keen understanding of the industry’s heartbeat.

Your Compass Through the Tides of Change

In these transformative times, a trusted advisor is not just a luxury but a necessity. ZippyApp stands as a lighthouse amidst the stormy seas of change, offering guidance, expertise, and a steady hand. As the industry charts its course through the confluence of humanity and technology, ZippyApp emerges as an indispensable ally, helping businesses to navigate towards a future where technology enhances rather than eclipses the human spirit.

Embracing the Future with ZippyApp

As we look towards a horizon shimmering with technological advancements, the role of a trusted advisor becomes more crucial than ever. ZippyApp extends an invitation to join hands in embracing the future—a future where technology and humanity converge in harmony, ensuring that the restaurant industry continues to thrive as a beacon of warmth and hospitality in an increasingly automated world. Let’s chart this course together, steering towards a future that’s not only efficient but also rich with the human connection that lies at the heart of hospitality.

Embark on the Journey with ZippyApp

http://www.zippyapp.com

Crafting Inclusive Job Postings: Building a Future with Everyone in Mind

Posted on by zippybeck

This morning I came across this gem of a thought: “A team’s true strength lies in each member, and the power of each member is the collective team.” Isn’t it striking how such age-old wisdom still rings true, especially in our vibrant, interconnected world today? It got me thinking about the beauty of diversity and inclusion, especially in the job market.

Picture this: We’re drafting a job ad, one that feels less like a formal announcement and more like a coffee chat invitation. We all have those favorite spots in town – that cozy café or the lively store where stories, laughter, and memories intertwine. It’s the people there, from all walks of life, that give it soul. So, in that spirit, shouldn’t our job invites mirror that warmth and inclusivity?

But here’s a twist. While we want to get the essentials right, why not add a touch of humanity? A dash of humor, a sprinkle of real stories, or maybe a fun fact. Because at the end of the day, it’s our shared human experiences that connect us.

Speaking of connection, have you ever read a job ad and felt an instant click? Or perhaps, the opposite – an ad that made you think, “Hmm, not for me”? Words have power, and we’re on a mission to use them wisely, ensuring everyone feels that open-door vibe.

Now, onto growth and opportunity. Imagine reading an ad that doesn’t just list out tasks but paints a picture of a journey, an adventure. Something that ignites passion rather than just ticking off another job requirement. What are your thoughts on that?

And while we’re discussing work, let’s touch on balance and understanding. The world is a stage, and its scenes are ever-changing. How do you feel about workplaces that understand the rhythm of life and adapt?

  • Quick Pop Quiz 📌: When you’re eyeing a job ad, what’s the first thing that draws you in? A) The pay package, B) The role itself, C) The team vibe, or D) Future growth paths? Super curious to know!

Diversity isn’t just about numbers or quotas. It’s the symphony of voices, backgrounds, and experiences that make a workplace vibrant. If you’ve ever crafted or stumbled upon a job ad that beautifully captures this spirit, do share!

Feedback? Absolutely essential! It’s the compass that guides our journey. So, spill the beans – your insights, stories, or even a light-hearted joke. Let’s make this chat a melting pot of ideas.

The reality is for nearly every working adult is our jobs are more than a 9-to-5 routine. They are a tapestry of tales, dreams, and shared experiences. So, chime in, share, comment, and let’s make this dialogue a memorable one. Cheers to inclusivity and genuine connections!

#CraftingConnections #InclusiveHiringJourney


#InclusiveHiring #JobAdsReimagined

Putting a Bow on 2023: Finish Strong with These Fresh, Fiery Hiring Trends 🔥

Posted on by zippybeck

Hey there, Restauranteurs and Hospitality Peeps,

Ever tried hiring staff for your restaurant during the holiday rush? It’s like trying to find a needle in a haystack while wearing sunglasses at night. Confusing, right? But 2023 isn’t your average year, and I’ve got the inside scoop to make you the hiring MVP! 🏆

1. The Rise of the Virtual Interview:
Let’s be real. The COVID-19 era turned our world upside down, like that time I tried to make a smoothie without the blender lid on. (Don’t ask!) But amidst all that chaos, virtual interviews emerged as the superhero we didn’t know we needed. Not only do they save time and reduce the awkward pre-interview small talk, but they also let you interview in your favorite pajamas. Win-win!

Why they’re still hot in 2023:

  • Time Savings: Say goodbye to logistical nightmares and hello to a streamlined process.
  • Faster Hiring: Speed is the name of the game. No more waiting for candidates to commute or find your hidden office behind the potted plant.
  • Safety First: We’re all hopeful about the future, but safety remains a priority. And hey, virtual interviews mean zero chances of someone spilling coffee on your desk.

2. It’s Not You; It’s Me… Actually, It’s All About the Candidates:
2023 is all about flipping the script! Candidates are re-evaluating what they want, and if you’re not showing off your restaurant’s charm, you’re missing out. Make your restaurant the cool kid everyone wants to hang out with!

Tips to lure the best:

  • Flexibility: Maybe it’s a choice of hours or just understanding life happens. Flexibility is the new 401k.
  • Compelling Job Descriptions: Be the storyteller. Create a narrative that makes candidates think, “I HAVE to work here!”
  • Brand Personality: Your restaurant isn’t just another brick in the wall. Share the fun, quirks, and what makes you unique. Got a chef who sings opera while cooking? That’s pure gold!

3. The Digital Boom – No, It’s Not a New Dance Move:
Digital recruitment is like that catchy song you can’t get out of your head. It’s everywhere! And if you’re not on this train, you’re waiting at the wrong station.

Digital tricks up the 2023 sleeve:

  • Your Website is Your Stage: Jazz it up, make it pop, and let it sing your brand’s story.
  • Job Boards & Search Engines: Think of them as your digital matchmakers. Swipe right to the best candidates.
  • Social Media: Be where the party’s at! Instagram, Twitter, TikTok – if it’s buzzing, you should be there.

So, what’s the big wrap-up (besides that leftover burrito from lunch)?

Hiring in 2023 is like making a killer cocktail. 🍹 Mix a dash of flexibility, a splash of personality, and top it off with some digital zest. And speaking of zest, if you’re looking for the ultimate tool to add some sparkle to your hiring game, ZippyApp ATS is the secret ingredient.

Ready to end 2023 with a bang and set the stage for an epic 2024? Dive into the world of ZippyApp ATS and onboard like a pro. Let’s chat, brainstorm, and crush those hiring goals together!

Cheers to putting that bow on 2023 and finishing stronger than a double shot of espresso! ☕🎉

Hit me up, let’s talk ZippyApp ATS magic! 🚀🌟

Rising Wages and Robots: California’s Glimpse into the Future of the Fast-Food Industry

Posted on by zippybeck

Today, if you walk into any fast-food restaurant in California, you might notice something shifting. Gov. Gavin Newsom recently inked an agreement that will, in essence, raise wages for fast-food employees starting in 2024. As an avid and invested follower of tech companies and the restaurant industry, I’m always interested in how societal shifts, especially in legislation and technology, shape our future. California’s decision might seem localized, but its ripples will touch every corner of America, and perhaps even the globe.

The Financial Implication: A Quick Math

The new legislation promises a raise to $20 per hour for workers in fast-food chains with over 60 locations nationwide. This translates to a notable bump for more than half a million Californians. The associated financial implications are considerable. Higher wages lead to either increased prices or a reduction in profit margins, unless operational efficiencies can be found.

One might argue that increasing operational efficiency can be achieved through…automation. Machines and AI have been making waves across industries, and with the prospect of escalating human costs, automation might just be the silver bullet many operators are seeking.

How Automation Could Shape Guest Experience and Employee Morale

There’s an age-old saying that people buy from people. The essence of visiting a restaurant is not just about the food but the experience – the human touch. But what if, in our bid to maintain profit margins, we unintentionally strip that away? Robots taking orders or AI systems recommending dishes based on algorithms can be efficient, but can they replicate the warmth of a human interaction?

However, automation doesn’t always translate to a decline in morale or job loss. Instead, it could lead to a shift in the kind of jobs available. Employees might transition into roles that require overseeing these machines or providing a touch of humanity where machines fall short.

The Skillset Evolution: From Counter to Computer

As we flirt with the idea of a robotic workforce, it’s imperative to understand the shift in skill requirements. An employee who once specialized in frying might now need to understand how to troubleshoot a robotic fryer. This doesn’t necessarily mean a PhD in robotics but a basic understanding of the technology they’re working with.

This shift might seem daunting, but it’s also an opportunity. With proper training and education, the workforce can upskill, leading to potentially higher-paying roles and better job security.

The Cultural Quandary

A restaurant is a melting pot of cultures, tastes, and experiences. It’s not just a place to grab a bite; it’s where memories are made. If automation becomes affordable and widespread, the essence of these cultural hubs might change. We must ask ourselves if we’re ready for that shift.

California Leads, But Who Follows?

With rising labor costs in California, other states might soon be faced with a similar decision. However, the Golden State’s choice will serve as a benchmark, a case study of sorts, for the rest of the country. Will we see a domino effect or will other states find alternative solutions?

Final Thoughts

The balance between maintaining profits, ensuring guest satisfaction, and upholding employee morale is a precarious one. While robots and AI offer tempting solutions to the challenges posed by increasing labor costs, they come with their own set of challenges.

California’s recent decisions open the floor for a dialogue that’s been brewing for years. As restaurant owners, operators, tech enthusiasts, and patrons, the question isn’t just about machines replacing humans. It’s about how we can coexist, adapt, and continue to serve memorable experiences on a plate.

I invite all of you to share your thoughts, concerns, and visions for the future. Let’s have a conversation that’s as rich and diverse as a California-style pizza.

Taking Subjectivity and Bias out of the Interview Process: A Blueprint for Business Success

Posted on by zippybeck

Picture this: A serene lakeside, three titans of the tech world – Steve Jobs, Bill Gates, and Jeff Bezos – beside you. Now imagine them giving you sage advice on hiring. This vision encapsulates the wisdom of Forbes, Psychology Today, and Harvard Business School. For every business owner seeking to elevate their company, mastering the hiring process is crucial. Here’s a blueprint, woven with specific tips and the tantalizing results of getting it right.

1. Embrace Self-Awareness

Tip: Engage in introspective strolls through nature.
Inspiration: Imagine a forest. Every tree, unique in its twists and turns, contributes to the collective beauty of the woodland. Similarly, a team selected without biases is like this forest, diverse and thriving. Such a team brings myriad solutions, stemming from different viewpoints, akin to the diverse trees of the woods.

2. Structure: The Bedrock of Fairness

Tip: Craft a questionnaire as solid and unchanging as the mountain ranges.
Inspiration: Just as every river flowing from a mountain follows a consistent path carved over time, standardizing interview questions ensures everyone sails on the same current, eliminating the capricious whirlpools of bias.

3. Precision in Job Criteria

Tip: Carve out the exact mold like a sculptor does with marble.
Inspiration: When you know precisely the statue you’re sculpting, you waste no marble. Similarly, clear job criteria ensure you recruit individuals tailor-made for the role, optimizing resources and boosting efficacy.

4. A Mosaic of Perspectives

Tip: Assemble a panel as varied as a wildflower meadow.
Inspiration: Just as different flowers bring out the best in a meadow, varied interviewers with distinct backgrounds can collectively spot the gems amidst the gravel, ensuring a holistic and informed hiring choice.

5. The Blind Spot

Tip: Wear blinders, like a focused racehorse, to irrelevant details.
Inspiration: Racing ahead based solely on ability, blind recruitment ensures that your team’s prowess mirrors the true mosaic of skills available in the broader world.

6. Never Stop Learning

Tip: Constantly water and nurture the minds of your hiring teams.
Inspiration: Just as plants grow best with regular care, investing in diversity training enriches your company’s culture, turning it into a lush garden that attracts the most vibrant of talents.

7. The Power of Feedback

Tip: Think of it as echoes in a canyon – what you put out returns to you.
Inspiration: Like a hiker tuning into the echoes to navigate terrains, feedback after interviews guides you towards the right paths, ensuring you always secure the finest recruits.

8. Marrying Technology & Humanity

Tip: Think of tech as the compass, but your heart as the true north.
Inspiration: While tech can quickly sift through the grains, the human touch adds that sprinkle of magic, ensuring your company isn’t just efficient but also warm and welcoming.

9. Avoid the Echo Chamber

Tip: Build a roundtable of knights, each with their own tales and triumphs.
Inspiration: Just as every knight at the round table brought unique tales and perspectives, valuing individual voices ensures a depth of decision-making, shielding against the perils of group biases.

10. Perfecting the Loop

Tip: Constantly polish and refine, like the endless lapping waves on a shore.
Inspiration: As the shoreline changes with every wave, revisiting hiring practices ensures you’re always in sync with the dynamic world, poised to welcome every tide-turner.

Just as an angler knows the art of patience and precision, every business owner should finesse their hiring artistry. With this blueprint as your guide, not only will your net be filled with the best, but your business will flourish with innovation and vigor. Dive deep into these strategies, and perhaps, one day, tales of your success will echo alongside those of our tech legends.

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3 Pillars of Successful Restaurant Staffing

Posted on by zippyapp

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

Posted on by zippyapp

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!

Are You Ready for the January Hiring Spike?

Posted on by zippyapp

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!

9 Steps for Peaceful Holiday Scheduling

Posted on by zippyapp

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.