Flexibility is a big draw for top hourly employees
People BY JOCELYN MANGAN
Hiring Yoga
Flexibility is a big draw for top hourly employees
With new regulatory and legal hurdles , a newly confirmed Labor Secretary under a new administration , and revolutionary consumer technology developments popping up everywhere , all signs point to the continued disruption of the hourly workforce . The employer who doesn ’ t adapt is likely to lose out in this changing landscape — but by embracing flexibility , franchisees have the potential to flourish .
Labor participation is up , unemployment is down , and more than half of U . S . restaurants have had moderate to high year-over-year job growth , according to TDn2K ’ s 2016 People Report . At Snagajob , we have seen a nearly 30 percent year-over-year growth in job postings . In other words , the candidate pool is shrinking . The competition is fierce to snap up the quality hires , and workers can afford to be selective .
Employers should note that workers today value flexibility first and foremost . A recent survey we conducted at Snagajob found that almost half of hourly workers prioritize schedule flexibility and working enough hours when considering a job . Increasingly , workers are selective based on flexibility . A study released by Upwork and the Freelancers Union found that 55 million people ( or 35 percent of the U . S . workforce ) freelanced in 2016 .
Increasingly , the line between hourly workers and gig workers is blurring . Traditionally , hourly workers worked at a set location for a specific company for a certain hourly pay ; while gig workers didn ’ t work for any single company or in any one location and grabbed shifts when they wanted or could . Within the past year , however , hourly workers are increasingly experimenting with jobs in the gig economy and adding these to their “ other ” hourly job in an effort to achieve their hourly and financial goals .
Beyond hours and flexibility , employers can get creative with work culture , perks , and compensation to differentiate themselves in a crowded market . Increasing wages to attract applicants isn ’ t always feasible , but offering growth opportuni- ties , flexible scheduling , rewards in the form of gift cards or discounts , a unique company culture , paid family leave , and more can set your company apart . For example , Starbucks introduced a new dress code , and Chipotle is offering free education . On the even more creative side , Cava Grill , a fast-casual restaurant concentrated on the coasts , is offering pet insurance .
Portability Portable benefits can also provide hourly worker flexibility , especially as the hourly worker and the gig worker become one and the same . Handy , an online homecleaning company , puts a percentage of each job toward the worker ’ s portable benefits . Online caregiver network Care . com recently expanded its benefit program , allowing families to contribute to their caregiver ’ s benefits ; and its Care @ Work platform allows families to manage all their care needs 24 / 7 from any device . And they ’ re not alone . Companies like Etsy and Lyft have publicly stated that they are in favor of making benefits more portable and flexible .
Beyond that , governments are starting to require these types of initiatives . Cities such as New York are already trying it out by introducing legislation that ensures social safety nets for all workers . Flexibility in this case won ’ t just attract workers , it will prepare you for any regulatory changes coming down the pike .
Anticipating how new technology will revolutionize the workplace also is essential . We ’ re constantly exploring how technological advancements , paired with changes in consumer expectations , can open doors to new ways of thinking about historical roles . Right now , we ’ re experimenting with an on-demand service that connects employers with a pre-screened pool of workers so a shift can literally be filled in minutes .
Even without a high-tech network , there are ways to make technology work for both employers and workers . Harnessing older technology ( e . g ., mobile phones ) for new uses is another good way to give employees and potential hires what they want . We saw mobile job-searching go from under 10 percent to almost 70 percent in the past 3 years , making mobilefriendly applications necessary to meet quality hires where they are . Texting instead of calling also increases the likelihood you ’ ll engage more and better applicants .
The hourly workforce and the work they do is changing — fast . Given all the new changes and choices , as we look to build experiences that improve finding a job , onboarding new employees , and managing the work they do , success lies in paying attention to anticipate and react to workers ’ own priorities .
Jocelyn Mangan is the COO of Snagajob , the nation ’ s largest online marketplace connecting hourly workers to employers .
80 MULTI-UNIT FRANCHISEE ISSUE III , 2017