Until recently, hiring hourly workers wasn’t that challenging, but after an extended period of time when many hourly workers were deemed essential, the tables have turned. So, who is the hourly worker and what motivates them? Download the PDF.

Survey reveals how hourly workers feel about searching for jobs at the moment, the types of jobs they’re seeking, and what they are most enticed by when it comes to job offers.

Nexxt, a talent solutions technology company, recently announced the results of a national survey of more than 1,200 job seekers which revealed what hourly workers want, the types of hourly jobs that are the most desirable, and who is most likely to search for an hourly job.

The phrase “You’ve got mail” was three and a half words that triggered a revolution. What started out as messages from Grandma and Grandpa and chain letters from friends has evolved, and now every company, charity, philanthropy, and social media is vying for the attention of inbox eyeballs on a daily basis. And as recruiters/agencies—the competition is just as steep.

Marketing job opportunities via email is in the same competition.  59% of marketers qualify email as the most effective channel to reach their targets and consumers prefer email 9 to 1 as to how to receive updates from brands. Just because it works doesn’t mean that all emails perform the same. What does an email marketing campaign need to catch the attention of the target candidates and compel them to click and apply?

Gen-Z is the generation born between 1996 and 2012. Currently the oldest members of this generation are 25-ish, which is the age when most people are entry level employees and are at the beginning of their careers. However, Gen-Z won’t be as eager to join your company compared to the previous generation—Millennials. There are some things companies should get aligned now that this generation are becoming job seekers.

This past year has been weird. Back in March of 2020, hiring slowed way down, and we lost a lot of colleagues because none of us knew what was next. How could anybody accurately predict how the economy would react in the short or long term in light of everything? A year and some months later, and we’ve flipped to clamoring for candidates to staff back up as quickly as possible—and truth be told, it is proving hard to find enough!

I’m sure you’re all doing your due diligence—posting those jobs, offering signing bonuses, sending out text campaigns, giving your current employees raised incentives to bring in their friends and connections.

But what have we not considered?

We’re coming out of an unprecedented (yes, it’s overused, but there’s a reason for that, it’s a perfect way to describe the last 15 months) time, and now we’re in the new normal. And that new normal includes more passive candidates than anyone anticipated. Many industries are struggling to fill positions and maybe it’s because there’s a higher health risk, some people need to be home to care for loved ones, and some are re-evaluating their career paths and moving into recession (and pandemic) proof industries. Regardless of why employers across the country are seeing a decline in engagement on their jobs, there are some recruitment solutions that might help you evade some of those performance issues when it comes to getting your jobs and hiring messages in front of the right audience.

Most jobs postings are miles long and include more information than the applicant needs to know at that moment, plus all the extras or fluff could be keeping great applicants from throwing their hats in the ring. So, how can you de-clutter your job posting and accommodate your talent pool? Here are some tips to update your job postings for the new normal.

Just because 2020 is over doesn’t mean that the search for the essential worker is over. So long as people are waiting for their vaccine, and ordering groceries online, and driving through testing centers, we’re still going to need to focus on continuing our hiring of those that kept us going through 2020, the brave, the courageous, the essential worker.

For those tasked with hiring essential workers – we have to think about all aspects of the hire, from where we find them, who we target, how we message them, when we can onboard, and what we do to keep them engaged.

We enter the New Year with new goals, new perspectives, new year, new me. One thing that doesn’t need to be revamped is your top Key Performance Indicators (KPIs). You can apply new programs and you can revitalize a lot within your organization to attract new candidates in 2021, but ways in which you measure your success will just need a renewed focus so you can observe your progress.

We are excited to announce that Peter Witonsky has joined Nexxt as Senior Vice President of Business Development. With a career spanning 20 years as a leader and corporate executive with an emphasis on client relationships, new business development, and revenue generation, Peter will bring his expertise to Nexxt to lead the sales team in delivering an exceptional customer experience and advancing Nexxt’s enterprise sales objectives.