If you are using the same recruiting strategy for both your salaried and hourly workforce, you might want to reconsider.
Often the toughest to hire–and then to retain, the hourly workforce requires a unique recruiting strategy. Most importantly, your strategy must be geared to the hourly employees now entering the workforce. Who are they, what are their preferences, how can you capture their interest, and where does technology play a critical role? Where kiosks and interactive voice response (IVR) used to be the latest and greatest, candidates are now more likely to respond to an opening on MySpace.
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Join this session to learn best practices for creating an integrated strategy for the hourly workforce including:
- How to address demographic differences: the retirement generation going back to work part time, to digital natives entering the workforce for the first time.
- Technology advancements in applicant experience including text messaging, online assessments and contact management.
- How to extend your consumer brand and customer experience to the applicant experience.
- The current vendor landscape including continued consolidation, how vendors are embedding web 2.0 technology into their applications and alternative solution sets.
- How to tie an hourly recruiting strategy to your overarching talent acquisition and talent management strategy.