How to Find Hourly Employees: The Definitive Guide - Part 1

How to Find Hourly Employees: The Definitive Guide - Part 1

Spencer Rule 22/03/2018 5

Everything you need to know about finding the right hourly employees online and offline. This is your guide for how to find employees online or offline. In the following chapters, you will learn who hourly employees are, creative recruiting ideas and recruiting strategies for hourly employees, how to craft an awesome job description, where to post online and offline, a huge list of the best job posting sites, and much more.

This is not a guide for those trying to find an employee that is salaried/exempt. This guide is focused on helping small to midsize businesses find the hourly workers they need to be successful and grow in 2018.

The top challenges hiring managers face when trying to find hourly employees:

  1. Defining who you are trying to find.
  2. Knowing how to go about finding employees.
  3. Knowing where to find employees.
  4. Recruiting for retention and potential.
  5. Doing it all in a cost effective way.

This guide was created to help you solve each of these hiring challenges. 

Know Your Target

Find the right employees by defining who the right employees are. If that "Help Wanted” sign you see hanging in the window was more honest it would say: “Help wanted, please tell us if you know where to find it and what it looks like.”

Hourly employees comprise more than 60% of the US workforce. But, somehow it feels more like 6% when you're trying to find them.

It’s challenging to hire hourly workers.

But, if you’re reading this guide, you’re far too familiar with the challenge of finding good help. So why is there so little attention given to this topic of recruiting hourly employees? Are these employees less important?

Hourly workers are just as vital as salaried employees in creating a successful culture and company. If you speak with any experienced manager of hourly workers, they wouldn’t even dare to argue that hourly employees do not have a huge impact on their company and accomplishments.

Great customer experiences start with great employees. Hourly or not.

If there are so many of these workers out there, how do you reach the right ones, get them hired, and keep them?

Recruiting is completely different for exempt vs. non-exempt employees. That’s one of the reasons it’s so difficult. Managers often try to apply the same recruiting strategies they use to find salaried employees. This guide will help you avoid making this mistake.

To apply the right strategy, you need to begin by knowing who you are trying to attract and get to know the labor pool. Let’s take a look at who these people are. What Do We Know About Hourly Workers?

According to The Bureau of Labor Statistics, in 2012, there were 5.3 million hourly workers. This is about 60 percent of the entire workforce. That’s over half our country’s workforce.

According to TLNT (one of the best sources for recruitment info out there), the hourly worker labor market is extremely diverse in age, gender, and attitude towards their work.

Here are a few interesting stats on hourly workers that TLNT shared:

  • 39 percent of hourly employees are under 25 years old
  • 33 percent are 25–44 years old, and a full 28 percent are 45 or older
  • More than 80 percent work within a 5-mile radius of their homes
  • Over half (56 percent) consider their jobs a full-time career
  • The vast majority (74 percent) prefer to work 30 or fewer hours a week
  • Most apply for three jobs at once, making employer responsiveness critical in recruiting.
  • The most important factors to these job seekers are: (1) Being hired quickly (37 percent); (2) pay (33 percent); and (3) being close to home (17 percent)
How Does This Help Find an Employee?

You need a strategy.

Here’s why.

You are who you hire. These words are front and center on the homepage of You’ve probably read a thousand different iterations of this saying from management gurus everywhere.

Do you think it matters who you hire?

It does matter, and finding employees to hire in the first place is difficult. Having a strategy that will effectively help you find, attract, and hire the best hourly employees is not easy but it is essential to the success of your company.

Now that we have looked at who hourly workers are, you can draw a few conclusions that should impact how you go about finding these employees:

  • The workers are out there, you just need to define who you are trying to reach and how to reach them.
  • It is a large and diverse labor pool. Young and old. Don’t forget about the 28% who are 45 or older. 61% of the labor pool are over the age of 25.
  • You should keep your search hyperlocal since most of these job seekers are looking for local work.
  • Most of your positions should be tailored for 30 hours or less per week. Job seekers are looking for both full-time and part-time positions, but mostly part-time. Recruiting only for full-time positions is a common mistake.
  • Do everything you can to make your application and hiring process quick and easy. Speed matters.
  • You can’t just focus on unemployed. Find ways to attract passive job seekers in order to find the best employees.

So, how can you incorporate these considerations into your recruiting strategy? In the next part, we will discuss the recruiting strategies and best practices.

About ZoomShift

Need some ideas for how to improve your employee schedule and the results you see from it? Our employee schedule guide will show you how.

ZoomShift provides scheduling and time tracking software to teams that treasure time, invest in their people, value simplicity, and foster communication. Our software provides a central place for teams to plan, communicate, and track their schedules. We place a high value on minimalism and always focus on the features that matter most to our customers. Scheduling shouldn’t be complicated. Your scheduling software shouldn’t be either. The result is an enjoyable scheduling experience, happier and more productive teams, less time spent scheduling, and more time doing what you love and helping others do the same.

If you’re looking for a scheduling tool that will actually help you enjoy scheduling, take ZoomShift for a spin!

Try a few scheduling tools and take the time to find one that fits your company and your unique way of scheduling. It can save you tons of time, and make the experience calm, organized, and enjoyable.

We’ve designed ZoomShift to be a tool that is incredibly simple and easy to use, but powerful enough to customize for your business. We could spend all day telling you why other businesses love it, but nothing beats trying it for yourself.

Start a free 14 day trial today 

See our simple monthly pricing here.

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  • Tim Craig

    Why would anyone ever want to be on salary pay? I know several people who have gone from hourly to salary and they hated it. Shortly after they switched they ended up being forced to work significantly more overtime, had more trouble getting days off and etc. They have all ended up getting different jobs as a result and refuse to work for salary.

  • Ian Finnimore

    I'm glad that where I work everyone is in hourly.

  • Matt Harper

    I applaud you for writing this guide, brillant initiative ;)

  • Anthony McLaughlin

    I can't wait to read the next part of your guide

  • Lee Dalton


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Spencer Rule

Marketing Expert

Spencer is Head of Growth and User Acquisition at Zoomshift. He is driven by the constant challenge of enacting change in someone through meaningful relationship. That’s why he loves marketing. He has 8+ years of experience in lead generation, content marketing, inbound marketing, paid reach, digital marketing, marketing strategy, analytics, SEO, branding, and social media. He is also passionate about marketing automation, B2B lead generation and content strategy. Spencer holds a Bachelor degree in Communication from Boise State University.

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