Social Media

A job board to attract the hourly workforce

Why You Must Use Job Boards to Attract the Hourly Workforce

Why You Must Use Job Boards to Attract the Hourly Workforce 1384 774 Sprockets

One of the simplest ways to get more applicants for your job openings is to be where the hourly workforce job hunts. Understanding where your applicants search for jobs is key to advertising your job openings in effective places. Most commonly, this includes posting to multiple job boards and other relevant sites, like Facebook and Craigslist. 

Posting to multiple job boards doesn’t have to mean an increase in time and cost. Once you have the perfect job posting crafted, you can copy it to all of the relevant job boards! Luckily, most job boards for the hourly workforce also offer free job postings, with the option of sponsoring select posts.

Get started using these job boards for placing your job postings and let us know if you expand your applicant pool!


Common Job Boards for the Hourly Workforce

These are the most common job boards for the hourly workforce. Another large job board is  LinkedIn. However, LinkedIn has not been found to be as lucrative for the hourly workforce. We recommend sticking to these popular job boards for the hourly workers in industries such as food and beverage, hospitality, and labor-intensive positions. 

  • Indeed: As one of the most popular job boards worldwide, Indeed sees over 250 million unique visitors every month. Indeed allows free job postings for employers and also offers a pay-per-click option for sponsored job postings.
  • Snag: Touting themselves as the No. 1 job board for the hourly workforce, Snag has over 800 million registered hourly workers on their website. However, Snag does not offer free job postings.
  • ZipRecruiter: The No. 1 rated job search app on Android and iOS sees over 7 million active job seekers each month. ZipRecruiter is free to use and offers paid posts as well.
  • Glassdoor: Famous for providing reviews on each employer submitted by current and past employees, Glassdoor is a popular job board for all industries. Glassdoor sees 67 million unique monthly users and offers both free job postings and paid promotions.


Industry-Specific Job Boards

While these job boards may not have as many job seekers flocking to them each day, those that do visit have an increased likelihood of being qualified for your industry. 

  • Seasoned: A newer platform, Seasoned is designed for restaurant workers spanning from QSR to steakhouses. This platform also features training videos for common restaurant operations.
  • Harri: Designed for the hospitality industry, Harri is built to manage and engage hospitality teams. This platform features profiles on relevant job seekers in your area that can be filtered by years of experience, type of experience, availability, and location.


Other Employee Sourcing Platforms

Expanding beyond job boards and into social platforms and referrals can be an effective way to bring in applicants. 

  • Facebook: Most famous as a social media platform, Facebook does also offer a way to post jobs. This does require you to have a Business Facebook page to post them from, which is free.
  • Craigslist: Commonly known as a space to post for sale items, Craigslist should not be overlooked when you post your job openings. It’s simple and free to do!
  • Company Social Media Platforms: Does your company already have social media pages that are active? Simply share your job posting link from one of your job boards and invite interested people to apply! This is a great way to reach out to those who are already familiar with and interested in your business.
  • Partnerships with Local Schools: Do you have a local high school or community college? Try reaching out to these schools to advertise your jobs to their relevant students. For example, if your local community college offers courses on hospitality and hotel management, reach out to the relevant professor and ask if they will pass on your relevant job openings.
  • Referral Program: Not to be overlooked is an employee referral program. Your happy employees spreading the word to their friends and peers is a great way to find people similar to them that you know will be a great addition to your team. Employees gained through referrals are more likely to retain longer!


After expanding your applicant pool, you’ll likely spend more time sorting through resumes and have to make tough choices on who to hire. That’s where Sprockets comes in. Our system matches applicants against your top employees, instantly showing you who to hire. Plus, ensure you’re executing a great candidate experience with these tips.

Someone on their phone completing a job application in a tight labor market

How to Attract Applicants in a Tight Labor Market

How to Attract Applicants in a Tight Labor Market 1200 600 Sprockets

We’ve all read the headlines about low unemployment and how available jobs outnumber job seekers. However, this isn’t a reason to give up hope in your recruiting process. People are still willing to change jobs and there are untapped portions of the labor market. Read on to hear our tips on attracting applicants in a tight labor market.


Work-Life Balance

What people crave is work-life balance. Getting to spend time with their family, watching Netflix after work, having time to go to the gym. Offering flexible scheduling and hours that fit what the employee needs can set your business apart from others that are hiring. In your job ads, be sure to include which shifts you are hiring for and whether they are flexible!

Competitive Pay + Benefits

Those in the hourly workforce crave stability and a fair wage. A 50 cent/hour difference in pay may be the difference in choosing where to work. By offering competitive wages for your area – and advertising them –  your business will stand out.

If you can’t manage to offer the increased wage to all new employees, consider outlining when and how a pay increase can be obtained. By giving people something to work towards, they begin seeing a future with the company and may be willing to accept a lower starting pay in exchange for long term gains.


Growth Opportunities

What might surprise hiring managers is that applicants for hourly positions often want more than just a job. While it’s true that those ages 16-24 are often seeking a temporary position, those beyond that age range seek more. Applicants ages 25-34 seek a career path. Those who are 35+ want a long term job. By advertising on job descriptions what the potential career pathways are for an entry-level position, you are more likely to attract quality applicants.


Faster Time to Hire

The average time to hire for restaurants is 27 days, retail is 33 days. Most applicants are looking for a job ASAP. By speeding up your time to hire, you are more likely to get applicants to say yes to you before getting an offer elsewhere.

A few tactics to speed up time to hire are pre-hire assessments, which quickly weed out bad candidates, allowing you to immediately contact those who are recognized as a good fit. Another emerging tactic is utilizing text messaging to schedule interviews, so you don’t waste time playing telephone tag.


Go Beyond Job Boards

While the common job boards like Indeed, Snag, Monster, and ZipRecruiter are essentials to where job openings should be posted, it’s also important to get creative.

There are untapped sections of the labor market who are willing to work but are often overlooked. One of the largest is the aging population. Oftentimes they want to work, but are looked over in favor of younger workers who may be around longer. But, the aging population are good, hard-working people. By expanding beyond job boards and back into newspapers, senior centers, and community centers, you may attract an unlikely applicant pool.

A phone screen with social media apps

4 Tips for Social Media Recruiting

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It’s the 21st century: The Information Age. Millennials and Gen Zs have become the largest generations in the workforce. As their love of technology continues, it is important for businesses to embrace innovation in the hiring process. A large portion of that is “social recruiting.”

Online social networking has been around since the 90s. However, early platforms like Myspace and Friendster were not designed for online reputation management and were not typically used for social media recruiting.

As we’re moving into the 2020s though, social sites have become more professional and normalized. Everyone and their mom is on social media. It’s too large of an opportunity for recruiters to ignore. Where else do billions of people deliberately create an account and list their personal information?

So the big question is, how do you use it (and not look like a stalker)?


Tip #1: Know What You’re Looking For

Before you start messaging all your social media followers with private messages about how great your job opportunities are, take a moment and assess the situation. What job openings do you have? Where are you in the hiring process? Are you looking for someone to create their own position? What skill sets are you looking for in a potential employee? What is your company culture like?

Assess your needs.

Defining your purpose in hiring will give you an ample idea of who you are seeking and what that person needs to be able to bring to the table. While this does not help you pull a face out of a sea of names and profile pictures, it does give you a better idea of where to start looking and how to tailor your posts.

If you are bent on sending out private messages for social recruiting, look through your top commenters. What kinds of engagement do they offer? Are they helpful to other customers? Do they care about your brand like you do? What kinds of hobbies do they have according to the type of content they post?

Learn the content your consumer engages with. If they seem like a good fit from there, reach out.


Tip #2: Be Creative

In order to engage people, you have to create content that is going to inspire them.

When it comes to building an interesting Facebook or Instagram page, every successful business knows they need to post creative content. Blog posts that answer niche questions—a blog post like this one—are extremely popular for engaging people in your targeted demographic. This concept can be applied to screening for a job search as well.

Asking a question that only your targeted recruit and potential candidates would be able to answer is an easy, fun way to engage them. For example, if you are a company that produces a beauty magazine and you’re looking for a beauty advisor, you could ask, “which concealer is better – Brand A or Brand B? Explain your answer.”

Not only will all the fashionistas be geeking out about a chance to express themselves, but you’ll get to see the reasoning behind their choice. Maybe there is not an actual right answer to your question, but simply seeing the way a person’s mind works through their words is a powerful tool for searching out high-quality ideal candidates.

Another way to do this is through Instagram. Hold a photo or graphics contest. Encourage your followers to come up with a unique photo or graphic within the realm or the topic you’re looking for. If you’re looking for a new designer for your next big charity partnership, give them some basic design guidelines and a single tag line about the charity. You can give as many or as few details as you want, but just see what people come up with. While you won’t be able to legally use the results in your marketing—unless you onboard the winner—you will get a great look at your talent pool so you can handpick who to reach out to in the future.

Additionally, hosting polls and contests is a fun and inexpensive way to boost your social media marketing presence and employer branding among your normal followers. A consistent presence is key when it comes to making a positive impact on your brand on social media, whether there is an open position or not.


Tip #3: Be Consistent

To effectively execute social media recruiting, it’s important to use a company social media account that is consistently active. Showing your recruits that you are established in offering quality content is crucial. Your consistent presence on social media sites tells recruits that you’re easy to reach, you’ll respond in a timely manner, and it shows the trend of your work ethic.

Investing in some posting timers will allow you to backlog posts for weeks and months at a time. You can schedule these posts to release on ideal times and dates to reach your target audience. While you need to be creating content on a regular basis to keep your funnel active, the convenience of media timers is a great time saver in the long run.

Another way to remain consistent online is to create a posting plan. This is essential whether you’re recruiting or simply looking for more client engagement. Knowing when you’re going to use certain hashtags, what your next 10 blog posts will be about, and what infographics you’re going to use to illustrate your statistics are key to helping you balance your online representation.

Using a wide range of media is also fantastic for reaching different demographics in your target audience. Some people are visual learners who love infographics. Others are audio learners, so podcasts are great. Facebook live, blog posts, and other mediums of outreach engage your followers and recruits on multiple platforms, allowing them the luxury to choose when, how, and what they want to learn.

Tip #4: Pick the Right Channels

Every social media platform reaches different demographics and has different connotations. LinkedIn is specifically designed for recruiting and job seekers. Here, you’ll find both your candidates who are actively looking for work and passive candidates who are willing to take a better offer. Instagram is where your young Millennials and older Gen Z-ers hang out. If you’re looking to hire younger creative minds, social media is a good recruiting tool. Twitter has become all about new headlines and image communication through hashtags. This is a great place for your polls and your quippy questions. Lastly, Facebook has become the world’s largest address book. You can literally find everyone and their mama’s mama on Facebook. My great grandfather is 98 years old and guess how we keep in touch?

Knowing what your social site is designed for and the main demographic is important in marketing for your job opportunity. Having 2-5 social media accounts is a good way to keep tabs on all of your different demographics in mind. Just be sure you have enough unique content to spread between them. Nobody likes to see repeated posts on different social sites.

Ultimately recruiting online takes research, just like any other form of marketing. However, social media—at its core—is meant to be fun and relaxing. Enjoy the questions you ask and the comments you interact with. At the end of the day, you want to be able to have fun with your next hire just as much as you want to work well together.

About Sprockets

Sprockets’ predictive hiring solution matches candidates to your best employees. Sprockets decreases the number of screening interviews you conduct, allows you to conduct unlimited surveys, and reduces turnover through increased employee engagement. 

A man updating his LinkedIn profile

Why It’s Time to Update your LinkedIn Profile

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We’ve known it for a while… the recruitment landscape is changing. But how do you make sure your application isn’t overlooked in this increasingly digital age? Here are a few tips for ensuring your LinkedIn profile is more attractive to hiring professionals.

The Data is Greater

LinkedIn has become a useful tool for submitting applications. Every day, more and more recruiters enable the “apply with LinkedIn” function. This is a great tool for both participants and recruiters, as many applicant tracking systems (ATS) can now parse your LinkedIn profile far easier than your beautiful PDF resume. Despite the bad press, AI is an incredible tool for recruiters and candidates alike, as it allows time to be saved for the richer aspects of recruitment, such as interviews. In this sense it is far more advisable to update your LinkedIn profile than to spend hours on individual applications. In order for your profile to be parsed most effectively, make sure your education and experience sections are descriptive, clear and complete. Finally, always double check your application before submitting, as formatting such as bullets are not always correctly processed.

Just Ask Google

Checking a candidate’s digital footprint has become an early step in a company’s recruitment process, sometimes before (or even in place of) the cover letter and application you’ve so lovingly put together. A hiring manager knows what skills and experience they’re looking for, so running your name through Google is often the quickest way for them to fact check their list of requirements against one of the first things that comes up; your LinkedIn profile. Make the best impression by presenting a profile that is up-to-date, complete and keyword rich, ideally using industry specific terms that occur in the job postings and descriptions you are applying for. Deliberately utilize your headline and summary to reflect your key strengths and experience, and equally weight your sections to build your image as a well-rounded character. Recommendations and endorsements are the icing on the cake!

Afraid of Commitment?

Did you know that the average resignation can cost an employer up to $30,000? Astute recruiters are therefore looking for indicators of employee engagement. Indicators include: length of service in roles, gaps in employment, and commitment to a certain industry. This information should be readily available on your resume, and should match your LinkedIn profile. It is also important to note that ‘going digital’ is now the norm for even the most tech-free of roles. More and more companies are implementing employee engagement programs, encouraging employees to share job postings on their LinkedIn pages, and issuing guidance on how to align bios, photos, and company descriptions. Present yourself as an engaged employee by using your account to engage in regular, positive activities, both with your employer, and with the wider LinkedIn network.

Big Brother is Watching…

Recruiters often have huge numbers of LinkedIn connections, and many use the network daily to source candidates. The likelihood that you have a connection in common is therefore extremely high, which can definitely work in your favor. Compare a quick InMail to the traditional route of reference checking; in a world where recruiters are judged on ‘time to hire’, shortcuts such as this are great. Whether you are initiating a job search or not, make an effort to continually increase your network by making connections that are appropriate, credible, and relevant wherever possible. Your future self will thank you in the long run! Better still, encourage past and present colleagues to provide you with recommendations that support your highlighted skills. Consider offering recommendations to others to get yourself off to a flying start.

Just Be Yourself

In summary, a great LinkedIn profile should have a purposefully created aesthetic and thoughtfully built-out sections. Make sure you use a congruent voice/tone, and ideally, employ a well-developed career narrative throughout. Your LinkedIn profile represents your personal brand and should therefore receive as much care and attention as your resume; always make sure to update them both in tandem! Ultimately though, your profile should be an accurate depiction of who you really are, conveying your strengths, experience and purpose as an individual. Recruiters want to match the right people to the right positions; your LinkedIn profile should therefore be setting the foundation for your future success.