Another Day, Another Job Search
For hourly job candidates, there are only so many hours in a day. When you get in front of them—make them count.
an hourly worker
looking to find a new job.
Hope jumps on her computer.
The first job description she finds has two paragraphs on company history, followed by a list of 20 detailed job duties.
After scrolling for a while, she still can’t tell if she’s qualified.
She gives up and moves on.
Fifteen job listings later, she finds a promising one.
But benefits are important to her, and they aren’t highlighted in the job description (despite the employer having excellent benefits).
She doesn’t want to chance it, so she doesn’t apply and keeps looking.
Hope is starting to get discouraged.
She’s not finding a lot she’s qualified for or interested in.
There’s a reason for that.
Several job postings that were an ideal match used internal job titles inconsistent with what Hope was typing in the search bar.
This means she never even saw them.
After a coffee break, Hope is back at it. She finally finds a role she wants to go for.
But when she tries to apply, she’s required to create a separate account.
It’s taking too long and she runs out of time before needing to leave for her current job.
She abandons the application.
On her work break, Hope sits in her car for a phone interview with a recruiter.
But the recruiter can’t answer any of her questions. Hope gets frustrated.
She’s invited to have an interview with the hiring manager.
But the manager is on vacation for a week. Hope gets more frustrated.
She can’t wait that long. She has to pass on the opportunity.
Hope finds a co-worker to cover for her for a few hours.
She goes on an in-person interview where the hiring manager makes her feel like she’s just a number.
She quickly loses interest.
A recruiter calls Hope to follow up on an application she submitted last week. Finally! She almost forgot about it.
The hiring manager wants to interview her tomorrow at 3 pm and she can’t because of her work schedule. They won’t budge on changing the time, the day, or allowing a Zoom call.
She pulls herself out of the running for the role.
Hope hears back from two potential employers simultaneously. They both think she could be a fit.
One asks her to complete two interviews, a 30-minute assessment, and a reference check. The other one does not.
Since compensation is comparable, she pursues the job with fewer steps.
Hope realizes she missed a voice mail earlier that day.
It’s a potential employer with a job offer.
They’re offering significantly lower than what others in the area are paying. Hope is offended.
She makes a mental note to decline the offer in the morning. And tells her friends to avoid that company, too.
It’s the end of another exhausting day of searching.
Hope knows the right position is out there. If only those hiring understood how to help.
How can your business help candidates like Hope?
Has taking a closer look at what hourly candidates go through made you consider your own hiring process? Let’s dig deeper. Read some startling statistics that put this experience further into perspective for employers. Then learn how to use what you’ve learned to increase your apply rates.