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    How to Write a Great Job Posting for Hourly Workers

    Hiring hourly workers has many benefits for businesses of all sizes. Companies get to control the costs, get the work done by the top talent, and meet the increasing demands during seasonal shifts. The competition is becoming increasingly harder and companies have to put in extra effort to attract the attention of the hourly workers they want. 

    Apart from having to find a great job posting app or platform, HRs now have to devote extra attention to writing compelling job posts. 

    If you have less experience in this department or you want to improve your job posting game, you are in the right place. Scroll down to see all the tips and tricks to write a great job posting for hourly workers.

    Start By Creating a Simple Job Posting Title

    How many times per day do you find yourself scrolling your social media or news app feed? All the evidence is here to finally acknowledge the fact that we all live in the age of scrolling. Your job candidates do it as well. So the first thing they will see is your job posting title. If it doesn't get them interested, the chances are that they are going to scroll past it.

    One more important thing to consider is that people will search for a job. So, whether it's a job posting app or a platform you use, we suggest that you add the role in the title. The trick is to put the exact terms people are using when searching for jobs in your job posting. If you lack inspiration, you can always take a look at your competitors' job posts and see how they are doing it.

    When you are specifying the role, it is important to use the most common terms. People are already used to common terms and if you reinvent a role, you risk missing out on your target employees. Since the Google search engine is often used by hourly workers, you can leverage Google's Keyword Planning tool to discover which terms (keywords) have the highest search volume.

    If you are forced to use a slash in your job posting title, such as Legal Assistant/Office Manager, it is advised to add space between the words and the slash.

    Legal Assistant / Office Manager is more readable, it makes the job title appear tidy, and prevents readers from getting lost due to the cramped words and slash. Some search engines are not able to figure out the keywords you use if you attach the slash, which is another thing you have to think about.

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    Address the Job Ad Reader Directly 

    Job posts are by default very short. This means that you have a limited space to entice the workers to apply. And, yet somehow companies still end up writing generic job posts. In the end, these job posts appear as if there is no effort behind them, like they were copy-pasted from some Word document created 15 years ago. 

    Let us put it in this way – great job posts are not generic. You will have to sit down and devote some time to creating a unique posting. This means that there is no space for generic corporate fluff. You have to address the potential applicants directly to spark up their interest. 

    Paragraphs starting with "we offer" or "we have" are not good enough. Opening with a simple question "Would you like to work with a team of accomplished software engineers?" will help you capture the attention of young, talented, and skilled people. 

    A job posting is the first bit of experience you offer to your potential workers. If it's good, the chances are that you will get a lot of applicants. You should also make sure that you stay consistent throughout your job posting copy. Don't start by directly addressing the reader to suddenly fall back to the generic content.

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    Write a Compelling Introduction 

    After winning the battle getting workers interested in your job posting with a great title, you have to write a compelling introduction. This is where the "address the job ad reader directly" rules apply as well. Common introductions that you can see online resemble one another to a great extent. But with a little bit of creativity, you will be able to do wonders in terms of engagement and keeping it to the point. 

    The best introductions are 2 to 3 sentences long. This is why you have to choose your words wisely. If there is something unique you are offering to hourly workers, this is the part where you should show your cards. Also, if your work methodology streamlines the cooperation with hourly workers, you should emphasize it in the intro. 

    You can start the intro with an engaging question. For instance, if you plan on rewarding your hourly workers with extra cash, you may as well start with it – "Would you like to earn above average hourly pay?", or "Tired of waiting for the reply on your job application? We will contact you immediately upon reviewing your job app!" 

    One sentence in your introduction can introduce the reader to your company and job role. Avoid using terms such as "help us", "work for us", and so on. It is much better to use "become a part of our team of professional – job title", or "collaborate with accomplished experts in the field and make a difference".

    Tell Workers Who You Are 

    Your job posting should also contain a short paragraph about your company. Not the standard one you can see on "About Us" pages on official company websites, but one specially tailored for this case. Hourly workers are not interested in when your company was founded, how many happy clients you have, nor which renowned institutions have recognized the company's efforts. 

    The information they find useful is related to the job position they are applying for. For instance, you can point out which technologies you are using, brief methodology or software used for project management, and so on. 

    If you have cooperated with hourly workers in the past, you can point out that you've perfected the process of onboarding and made it as efficient as possible. 

    There are some questions that can help you tell workers who you are. 

    Why are you looking for hourly workers? Do you respect your staff? Are you the leader in your niche? What makes your company stand out from the competition? What are your goals and how will hiring hourly workers help you achieve them?

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    Be Transparent About Job Requirements 

    The next important part of your job posting is the "Job Requirements" section. Being transparent in this section is of utmost importance. Why? Because candidates appreciate honesty and don't have time to lose. Every job candidate has his own personal preferences and expectations. They compare this with your list of job requirements to check whether you can offer them what they need. 

    Don't mix up job requirements with what you expect from workers or formal qualifications and titles. In this section, you want loud and clear information about the things that make a person eligible to apply for the job. Do you require an experienced worker? 

    Be specific about the amount of experience – "At least 2 years as a waiter/waitress in Restaurant Buffet", "2 or more years of experience in package delivery and a valid driver's license with an acceptable motor vehicle record per our specific standards". 

    Don't forget the most important thing when trying to attract hourly workers – the work time. You have to be on point with your planned schedule. When will they have to work? How long are the shifts going to be? For how long does the contract bind them to your firm? 

    This section will save both you and your job candidates some time. This is where they decide whether they want or don't want to apply. There are going to be those trying their luck applying while not meeting the requirements. But if you use an automated hiring platform, you can filter them out in a few clicks and significantly shorten your hiring cycle.

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    List The Preferred Formal Qualifications 

    Potential job candidates have all sorts of formal qualifications. They have invested their time and cash into courses, attending colleges, seminars, being interns, and so on. At the same time, the job position you are trying to fill requires some of the skills and knowledge that come with a formal qualification. 

    Since we use preferred as an adjective here, it means that candidates who don't have these qualifications will also be taken into account. But why bother posting it then? 

    First of all, your company will benefit more if you hire a candidate who meets the requirements and has all preferred formal qualifications. And, secondly, you will encourage the candidates with listed qualifications to apply for the job. 

    This section should be very short. You can simply type "Having the following qualifications is a bonus:" This way, you will tap into the diverse workforce and increase your chances of hiring people with both experience and qualifications. 

    If your company has very specific hiring standards, you will have to add the qualifications to the list of requirements. This will significantly narrow down your options, but at the same time, you will have to deal with considerably fewer job applications.

    Say Exactly What is Expected of Workers 

    There is no better way to attract hourly workers but tobe upfront about what is expected of them. Imagine the terror of having to go through the entire process of the job posting, reviewing applications and interviewing just because a worker quits the job on the first day after they find out that this is not what they applied for. 

    As an HR, it is vital to know everything related to the job position you are writing a job posting for. The job description should contain everything down to even the smallest of the details. Do you require your staff to wear a uniform? Is there something special about the way you like your workers to conduct business? Are they going to work in a team? 

    You should also include their daily obligations, including to whom they report to, how they will communicate with others on the team or in the company. You can use this opportunity to tell them about the principles upon which your company culture is built. 

    Being upfront with your expectations will help the candidates determine whether they can deliver what is expected of them. And, more importantly, whether the pay reflects the amount of work they have to put in to keep you satisfied.

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    Why Should a Candidate Apply? 

    Once you are done with the paragraph on what you expect from workers, it's only fair to get on to writing one on what your workers can expect from you. Imagine having a candidate in front of you. This candidate has all the preferred qualifications and meets the requirements for a job. He asks you: "Why should I work for you?" What do you say? 

    You can go modest and state the work conditions. But the thing is that most hourly workers know that work conditions are not something that you provide out of the goodness of your heart. They know that you have to comply with the numerous workplace safety, health, and welfare regulations. This is why you have to make it personal. 

    Will you provide a candidate a chance to work with experienced colleagues? If yes, then this is an opportunity for them to learn, which you can use to advertise professional growth and development. Do you have an employee reward system? If you do, feel free to state the conditions in which bonuses apply. The same applies to benefits packages if you have any. 

    If the retention rates of your employees on the payroll are high, you can state it in the posting to tell your candidates you treat your workers very well. Do you enjoy working with hourly workers? Feel free to share why.

    Explain the Cooperation Process 

    Regardless of whether you are about to hire an on-premises or a remote worker, some sort of cooperation and collaboration will be involved in the day-to-day activities. You should keep this short, and try to put it in just a sentence or two. A thing that underlines the collaboration is communication. A great job posting should point out how you intend to do it with a candidate. 

    It is important to establish clear rules when it comes to this and do it right from the start. Inform the candidate where to expect the reply from you. If you use any special communication software, make sure to list it in this section. 

    You should also state if it is required from the worker to install additional apps on a smartphone and what those apps are. Also if there is a dedicated employee group on a social network, make sure to mention it. 

    At this point, this information may appear as overkill but it has its own benefits. For instance, it will speed up the onboarding process of new hourly workers. On a side note, it is a clear message that your company values collaboration and facilitates it by providing easy-to-use communication channels to its employees.

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    State the Hourly Pay 

    Another important piece of information that you should share with hourly workers is the hourly pay. If you nail your job posting and attract many viewers, you risk losing their interest if you don't state how much will they be compensated for their work. Job posts for full-time workers usually contain a year's salary figure. 

    When posting for hourly workers you have to state a figure for hourly pay. You can, of course, state the period of time for which you are planning to hire an hourly worker and add either weekly or monthly payments for the job position. 

    Where to put it? This information should be somewhere in the middle of your job posting text. You decide whether you want to put it in the "Why should you apply" or "Position description" sections. If you have any bonus program, you should mention it here, if you haven't already put it in one of the previous sections. 

    If you offer any advancement or professional growth and development opportunities for your hourly workers, you should place this bit of information right after you state the hourly pay. This info will help the candidates assess this opportunity and decide whether or not to apply to a position.

    Revisit your Job Posting 

    If you incorporate all the tips we have listed here, you will end up with a somewhat long text. Now it is time to break down your content into chunks and make it considerably shorter. Why? Because the attention span of people has diminished over time. For instance, job seekers spend no more thanhalf a minute reading one job post

    There is also one important factor to consider. Since everyone owns a smartphone today, the candidates will probably read your job post on their mobile phones. This is why you need to keep your sentences and paragraphs short. This is one of the best ways to make sure candidates get familiar with all the important information. 

    Another way to ensure it is to rearrange the content in a logical order and play to the new rules that apply to reading content online. This is exactly why many job posts start with the benefits and only then continue onto the requirements. 

    Text readability is an issue that you want to get right out the way as well. When listing benefits, requirements, and opportunities for advancement, make sure to use bullet points. Keep to the point and don't get too descriptive.

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    Make Job the Post More Appealing – Use Italics and Bold 

    Here is an interesting piece of information – using italics and bold will result in more applications. One of the recentMonster's studies confirmed this. Job posts that had their important sections bolded attracted two times more applicants than those with plain text. If your job posting platform supports it, we suggest that you start practicing it as soon as possible. 

    Where to use bold or italics? The answer is hidden in another study that discovered that job seekers tend to skim through job posts and only superficially go over the most important job post section, such as requirements and benefits. 

    To prevent this from happening, start using bold and italics in your job posts. This way, you will draw the attention of job seekers and get them to read the most important parts of your job post. Furthermore, the bold font makes the content more skimmable and readable. 

    Since it is recommended to keep the job post under the 400 words, bold and italics will help you style it better. By combining bullet points and text styles, you will be able to emphasize the important sentences and words and convince more job seekers to click on the apply button. 

    Writing a great job post is an art form. It requires a bit of everything – knowledge, experience, and creativity. As you can see, everything starts with a nice and tidy job post title to ensure that you appear in job searches. A compelling introduction and to the point job description, requirements, and benefits are there to finalize the deal. 

    Depending on whether or not your job posting platform supports text styles, incorporate them to get the job seekers attention where it is needed the most. Don't forget to review your job posting to make it short and sweet. In the end, don't forget to write for mobile, as many of the job seekers will use their phones to look for jobs.

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    Workstream (www.workstream.is) is an end to end hiring software built for the hourly workforce, cutting in half the time to hire and on-board workers, via SMS / text communication, automated workflows, online document signing, and more.

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