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

Digital Accessibility: A Win-Win for Retail and Hospitality Businesses in 2023

Posted on by zippybeck

The digital era has brought about significant opportunities and challenges for businesses, particularly in the retail and hospitality sectors. Websites and mobile apps have become essential tools for attracting customers and employees alike. However, it is crucial to ensure that these platforms are accessible to all users, regardless of their abilities.

Customers’ Interaction with Your Digital Presence

According to the World Health Organization (WHO), about 15% of the world’s population has some sort of disability. However, many websites are not designed to be accessible to those with disabilities. AbilityNet reports that a staggering 90% of websites are not accessible to people with disabilities who rely on assistive technology.

In the U.S., more than half of the population with disabilities has internet access, and those who don’t go online cite the lack of accessibility as a key reason. Therefore, creating an accessible digital presence can significantly expand your customer base and drive more sales. Here’s why:

Increase Revenue and Market Share

Retailers and food service companies are among the most cited in digital accessibility lawsuits. In contrast, companies with accessible websites can gain a competitive advantage by tapping into the half-trillion dollars spent annually by people with disabilities. According to Click-Away Pound, 73% of people in the U.K. with disabilities are unable to complete transactions on more than a quarter of the websites they visit.

Enhance Customer Experience

Accessible websites improve the user experience for all visitors, not just those with disabilities. For example, offering text alternatives for images benefits people with visual impairments, while also enhancing SEO and helping search engines index the content.

Avoid Legal Risks

Digital accessibility lawsuits have been on the rise, with many retailers and hospitality businesses facing legal claims for failing to provide accessible websites and apps. By making your digital presence accessible, you can reduce the risk of litigation and the associated costs.

Potential Candidates and Employees’ Interaction with Your Digital Presence

In addition to customers, businesses need to consider the accessibility of their careers websites for potential candidates and employees with disabilities. As mentioned in the SHRM articles, making your careers website accessible to all is not just a legal requirement but also a smart business strategy.

Attract a Diverse Talent Pool

Having an accessible careers website allows you to attract a broader range of candidates, including those with disabilities. By showcasing your commitment to inclusion, you can enhance your employer brand and appeal to a diverse workforce.

Comply with Legal Requirements

Several laws require businesses to make their digital properties accessible to people with disabilities. In the U.S., these include the Americans with Disabilities Act (ADA) and Section 508 of the Rehabilitation Act. Non-compliance with these regulations can result in legal action and financial penalties.

Provide a Better Candidate Experience

An accessible careers website can improve the candidate experience and help you stand out as an employer of choice. By making the application process smooth and inclusive, you can attract and retain top talent.

The Takeaway

Digital accessibility is more than just a legal requirement; it is a moral and ethical responsibility. By creating an accessible digital presence, retail and hospitality businesses can provide a better experience for all customers and employees, drive more sales, and avoid legal risks.

At ZippyApp, we understand the importance of digital accessibility and are committed to helping businesses create an inclusive digital presence. Contact us today to learn more about how we can help you embrace digital inclusion in 2023.

“Alone we can do so little, together we can do so much.”
– Helen Keller

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.

Guide to Hiring Seasonal Employees

Posted on by zippyapp

Tis’ the season for holiday hiring! If you haven’t already started hiring your seasonal team, don’t panic. Other guides and Blogs will say you should’ve started way earlier in your holiday hiring, and to a certain extent they are right. But if we have learned one thing about hiring during this tight labor market, it is that you should be recruiting 24/7 for your hourly jobs – no matter what season it is.

The good news is a bright holiday season is on the horizon for the restaurant and retail industries, since sales figures are expected to grow and consumer’s wallets are starting to loosen. The retail industry is expected to add 755,000 temporary workers from October to November, which means it’s time for you to start hiring your seasonal employees! This guide will provide tips on how to recruit and hire during the holiday rush.

Where to look:

  • Your current part-time employees are a great first place to start looking. These workers are already loyal to your brand and are familiar with your products, which minimizes training time. Plus they are already on your payroll, which decreases onboarding time and necessary HR paperwork.
  • Past seasonal hires are another group that negates the need to train and onboard. These workers have proven their work ethic, which lessens the uncertainty of whether or not they may be a bad hire. 
  • Hiring someone who has past experience in the industry minimizes training time. These workers are ready to hit the ground running since they are already experienced and have been trained.
  • Hire year round and try not to wait for busy seasons to hire. Always be on the lookout for quality hires. As mentioned previously, we are in one of the tightest labor markets we have seen in decades, which means it is that much more difficult to maintain a steady flow of applicants. A great feature on ZippyApp is that we offer a separate section on your Hiring Page that shows your ‘Future’ job openings. This is a great way to capture passive applicants for future needs. Another feature to utilize is our ‘On Call’ feature, where applicants can select if they are available for last minute jobs/ shifts. Archive these applicants so you are ready when you need them.

If hiring based off of a new roster of candidates, there are certain attributes to be on the lookout for:
o Eagerness: A willingness to understand the job and products.
o Flexibility: Are able to work extended holiday hours and weekends.
o Fast Learner: Has demonstrated in past jobs they are quick to learn.

Mistakes to avoid:

Don’t hire a low-quality candidate just to fill a position. Anyone who works with your branding on their clothing is a representative of your company. Your customers will not forget poor service because it was given by a seasonal employee. It’s better in the long-run to leave positions unfilled than to hire an unfit or poor quality candidate (we will talk about the costs of a bad hire in an upcoming Blog, stay tuned!)

Don’t just assume your full-time regular staff will stick with you through the holidays. You have to be prepared if someone quits. Offering incentives like bonuses and/ or overtime pay to these workers can help keep them loyal through the season.

Look over your job descriptions and change them for seasonal employment, or create new seasonal openings. Your seasonal job descriptions are not the same as year-round ones. Oftentimes, seasonal workers wear many hats and need to be ready to take on and juggle a variety of tasks. By explaining this in the tasks and duties required of the job, you can reduce turnover. Be sure to add job categories and keywords related to seasonal work or temporary employment so your jobs appear during seasonal work employment searches.

If you are having trouble hiring seasonal employees, are behind in the game, or are experiencing general hiring issues – we can help! Our software is specifically designed for the hourly job market, with a core focus on the restaurant and retail industries. We provide one-stop advertising by distributing and posting your jobs to the most popular local job boards, casting a wider net for applicant flow. Learn more at: http://zippyapp.com/business.

4 Tips to Lean and Mean Job Descriptions (to attract more candidates)

Posted on by zippyapp

In our last Blog, we discussed recruiting as a marketing strategy to attract and engage applicants. Your job descriptions are a vital piece in your recruitment marketing strategy, since they give the first impression of your company and is what connects you with a candidate. In order for your jobs to stand out in a sea of thousands of others, you will need to think outside the box to attract and engage talent. Here are some tips to get you started:

1. Think of your job titles as a story headline. What story titles attract the most readers? Exciting stories with captivating headlines. And unless you’re an attractive brand that everyone in town wants to work for (CREAM anyone?), you will need to be creative with your job titles. Use the same approach and include exciting terms and incentives that will attract candidates, such as sign-on bonuses or a guaranteed amount of hours. We hate to say it, but corporate titles come standard, and are repeatedly listed on job boards giving the applicant zero incentive to click and view the job. Which job title would you be more inclined to view?

          Server – Joe’s in San Jose, CA
OR     Part-time Server (guaranteed 20 hours per week!) – Joe’s in San Jose, CA

Be sure to think of other job titles the applicant may be searching for. For a Team Member position, adding in “Cashier,” “Counter Crew,” or “Barista” (if applicable) to the Categories section on ZippyApp or to the job description can increase your search engine optimization (SEO) on our system and to the job boards we distribute your jobs to.

There is however, a fine line when creating captivating and unique job titles. Don’t go overboard and add too much information into your titles (that is what the job description is for), and don’t list every job duty as a separate job posting — like “Produce Chopper” and “Dough Presser,” instead keep them all under “Kitchen Prep” — as it only confuses job seekers.

Exercise: Go through your job titles now. Do any of them stand out above the rest? Go to ZippyApp and type in your open positions — do they get lost in a sea of others? What can you do differently to make yours stand out?

2. Cut out any filler words. Take a look at your job descriptions. Do they take up an entire page? If you were a job seeker, what would your first impression be? If it looks like a prison sentence, then chances are you won’t receive many applicants. Scan your job descriptions and delete any unnecessary words or information that is not imperative to the applicant. Keep your job descriptions clean, simple, and to-the-point. An interesting study done by Appcast.io shows the click-to-apply rate for too short and too long of job descriptions. You can view the study here.

3. Include any job requirements up front. Job seekers want to know exactly what they are potentially signing up to do, and what will be required of them. Outline the basics of the job, including the skills and experience that is required for the applicant. If you can, include the age requirement for the position (this is a common question asked by our job applicants!), whether or not they need any certifications or licenses, and if the position is full or part-time. Be sure to include your establishment address — state, city, and zip code — to your location hiring page (our software inserts Google Maps to your Hiring Page). Doing these things will weed out any applicants who aren’t serious about the position, or ones who are not qualified.

4. Be specific about the job benefits and salaries. Candidates love to be incentivized, and if you offer any be sure to include them in your job descriptions. Do you offer free lunches? 1/2 off friends and family meals? Flexible schedules? If you don’t want to post your salaries, or if salary depends on the candidates experience, providing a salary range is better than not putting anything about what can be expected. List specific benefits rather than saying “We Provide Benefits.” Do you offer healthcare? Eye Exams? Dental Coverage? 401K?

If you’re suffering from a shortage of applicants, providing lively and exciting job titles and descriptions is the easiest way to attracting more applicants. Make sure to include key terms and words in the description (think titles that are similar to the one you are posting) to increase your search engine optimization (SEO) on our system and to the job boards we distribute your jobs to.

Blog photo courtesy of Shutterstock

The Hourly Hiring Game Is Changing: How to Develop an Hourly Recruitment Marketing Strategy

Posted on by zippyapp

As a business owner, you know marketing your products and services is a must in attracting and retaining customers. But did you know that recruiting and retaining top talent requires similar strategies and focus?

At ZippyApp, we know that one of the biggest challenges you face as an hourly employer is healthy supply of quality applicants. That’s our focus, and we provide you with the most efficient and cost effective recruiting solution to meet your staffing needs.

As discussed in our previous blog, Recruiting and Hiring Millennials (for your restaurant jobs), Millennials are expected to make up 75% of the workforce by 2020. Why is that important to you? Because in order to develop a recruitment marketing strategy to attract this demographic, you need to understand them and how they engage.

For starters:

  • Mobile: Is the device of choice for millennials, and over 90% of job seekers.
  • Social: Are their channels of engagement.
  • Local: Is the nature of hourly jobs.

As an hourly employer, some of the challenges and barriers you face are:

  • High Turnover: 50% to 300% annual turnover is common.
  • Classified Ads: Costly, noisy, and ineffective.
  • Difficult Apply Process: Any friction / bump in the apply process limits engagement and reduces applicant flow.

What the workforce needs:

  • Easy apply process.
  • Lots of jobs.
  • Quick response and reaction time.

In today’s competitive market, most job seekers consult up to 15 resources, including job boards, business website(s), employer-review sites, and social media channels to learn about the opportunity and the employer. They also want to understand the work culture (extremely important to millennials), the work style, issues at the workplace, and whom they might be working for or with. Because of this, it is important for your entire web presence — website(s), career sites, social media channels, and even job ads — to have a clear, consistent message and apply process.

Your recruitment marketing strategy must be comprehensive, with a wide range of coverage on your employer brand sites and an ease of engagement for your applicants. Your job opportunities must be described with excitement and have fewer words that include key requirements to attract the right candidates (we will give tips on writing leaner and meaner job descriptions in next week’s Blog, stay tuned!)

Your current employees and loyal customers are your best advocates.

Your current employees are your best advocates for your job opportunities. They are the ones to share with family and friends about current open positions, and often toot their employer’s horn on the work environment and conditions. Implementing an employee-referral program is a good way to incentivize them, and get pre-qualified candidates.

Be sure to leverage your current customers as potential candidates when applicable. Hand our hiring cards, hang banners, and place hiring placards at your restaurant tables to capture the passive applicants at the location. ZippyApp’s unique QR Code System provides a QR Code for each of your hiring locations, where job seekers simply scan and apply using our Common Employment Application, attracting candidates on the spot.

Focusing on marketing as a recruitment strategy can pay off in the long run. Developing a strategy that will attract new candidates is a challenge in itself, but retaining them and reducing your turnover is one not to be forgotten. Be aware of this and develop a comprehensive strategy that appeals to both will keep you at the forefront of hourly recruiting.

Do you have any recruitment marketing tips to share? We’d love to hear from you! Comment your thoughts below.