Champion does a job that no other employment service does. We take both sides of the equation, the hiring employer and the hourly candidate, and evaluate their practical standpoint and psychological standpoint. Basically, we want to find out what is going to attract the right employee to the right employer.
The key is making sure, especially with hourly hiring, to find a hard-worker who fits well with the company. To do so, Champion has devised a "Bill of Rights" for our clients to live by while they search for the right employees.
Champion's Bill of Rights
Don't lie to your candidates, ever. Not under any circumstance whether it be in the interview, on the first day on the job, or any time on the job. People can usually tell when they are being lied to, though they may not say it. Someone who is lied to will definitely not give you their best.
Take the time to train your employees, so they know they are doing the job right and take pride in it.
Assign your hourly employee to someone who cares. Make sure that their supervisor can also be a mentor.
Tell them why they are doing that job, especially when it comes to the customer. They are producing a product for somebody, and they want to know. Moreover, tell them why customers buy from you. This will make them feel more connected to their work.
Cut them a little slack. Life happens, and sometimes you need a day or two off. Whether their car breaks down, their kid is sick, or whatever cut them some slack.
Show them respect. If you want your hourly employee to respect you, then you have to respect them and make sure they know it.
If you're ready to find a productive and hard-working hourly employee and don't know where to start, follow our Bill of Right. After all, you're only as good as your people so contact Champion if you have any questions about finding the right hourly worker.
START with all the good things, all the bad things, and all the things you are working on within your organization to make it the BEST workplace you can. Write them down. Be honest with yourself and other hiring managers.
Then THINK from the perspective of the potential employee: what is that person looking for? The GOOD, the BAD, and the Not there yet factors and influences about being employed by your organization.
Here is a rather exhaustive list of items to consider:
What is the actual work environment: People, team, supervisor?
How difficult, or easy, is the work really? Best days? Worst days?
Is there a TEAM? What are the barriers to entry? (What does the team expect? What Maze could they put you through?
What is the real training? Who does it? Length? On own? What are the expected results? What new skills will be learned?
Describe people who started in the position and have been successful. What traits did they when they started/ do they have now?
Describe the company. History?
Many Hourly workers give up on jobs and workplaces EARLY into their employment.
We can say that they have no old school ethics about keeping their word or about how having too many jobs will affect their longer-term career or stability prospects. And that will be the case, but lets look further into this:
Reasons Hourly Workers Walk Out on Jobs:
1) In the first few weeks of employment, new hourly workers have yet to fully understand their place of work. They have yet to attach themselves (connect) to the job, supervisor, other employees and the organizations Mission or Purpose. To MANY hourly workers, it is simply another paycheck until something grabs them in. The new hourly worker will typically approach a new job/workplace with a sense of caution until proven they should jump into the pool. Being burned or disappointed in the past, plus typical media about companies dont care about you are real culprits.
2) The average hourly worker can and will have many OTHER opportunities/ places
Solid workers are getting more difficult to find and keep every day.
It seems that our current labor workforce is prone to making an emotional decision on a daily basis to show up and actually work when they want to, if it is convenient. And no one has taught them to have some discipline.
Organizations now feel the need to use multiple candidate sources, just to meet with more bodies and sort them out.
Human Resource professionals seem to think using A.I. to find the best ones may help to solve the problems.
There is a better way.
It takes internal adjustments, a long-term look at root causes of turnover, and a controlled system of selection, onboarding, and retention. Very few Human Resource practitioners, operations management and unit managers know how to do this, effectively.
Champion can help.
First, you must be prepared to FEEL like you are giving up control before you realize you are actually gaining control of hiring, better productivity and the ability to retain the workforce