3 Hard-Earned Lessons from a Decade of Hiring Hourly Workers

For 10 years, I owned a business that depended on hourly workers. It was a rollercoaster ride that taught me more than any business school ever could.

Today, I want to share three crucial lessons I learned the hard way. If you're struggling with hiring and retaining hourly workers, this one's for you.

1. Your Job Posting is Your First Interview

I used to think a job posting was just a formality. Boy, was I wrong.

One day, I was drowning in unqualified applicants. That's when it hit me: my job posting was my first interview, and I was failing it.

The Fix:

• Start with questions that focus on who a good fit would be. Get them to say, "Yes! That's me."
• Tell them who you TRULY are. Make it easy for them to learn about your team.
• Share the skills needed, but also the traits that make someone successful in this role.
• Be transparent about pay and benefits. Candidates want to know there's opportunity for growth.

Remember, your job posting isn't just information - it's an invitation to join your mission.

2. The Interview is a Two-Way Street

I used to run interviews like interrogations. Guess what? The best candidates weren't impressed.

The breakthrough came when I started treating interviews as conversations, not cross-examinations.

The Fix:

• Ask for SPECIFIC EXAMPLES of past behavior. "Could you share a specific time when you had to deal with a difficult customer?"
• Listen for actions, not just results. What did THEY do in the situation?
• Don't give away the answer. Let the candidate tell you if they resolved the situation without you leading them.
• Give candidates a chance to interview you too. The best ones will have questions.

When you create a dialogue and ask for SPECIFIC EXAMPLES, you get a much clearer picture of who you're really hiring.

3. Onboarding is Make-or-Break

I can't count how many promising hires I lost in the first few weeks because I didn't have a solid onboarding process.

The game-changer? Realizing that onboarding isn't just about paperwork - it's about integration and setting the new hire up for success.

The Fix:

• Communicate your vision. Help new hires understand how their role fits into the bigger picture.
• Set clear expectations. What does success look like in 90 days?
• Check in regularly and ask them what’s working for them and what they could use more support with. Don't wait for an annual review to give feedback.

A great onboarding process turns new hires into long-term team members.

Now, I know what you're thinking. "Andrea, this all sounds great, but I barely have time to run my business, let alone overhaul my hiring process!"

I get it. I've been there.

That's why I founded aha! Talent Experts. We specialize in helping businesses build strong, lasting hourly workforces. Our Recruitment as a Service (RaaS) model is designed specifically for businesses like yours.

We don't just fill positions – we build teams that stick. We handle everything from crafting compelling job postings to conducting in-depth interviews and setting up performance scorecards.

Are you ready to transform your hiring process and build a team that drives your business forward?

Let's talk. Together, we can turn your hiring challenges into your biggest competitive advantage.

Because when you hire higher, you build stronger.

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