1.
Questions?
Tweet us @Snagajob using
#hourly and we’ll answer them
in an upcoming blog post

2.
Olivia Dello Buono
Content Marketing Analyst
TODAY’S
PRESENTERS
Vannie Shu
Product & Content Marketing

3.
About our State of the Hourly Worker Report
Hourly worker insights to fuel your hiring strategy
4
We’re America’s leading marketplace for
hourly work, with over 80 million registered
job seekers. Since 2008, we’ve surveyed
our network of hourly workers to tell us how
they really feel about issues impacting the
workforce—from wages to job applications
(and everything in between).

4.
How we sourced the data
Hourly worker insights to fuel your hiring strategy
5
SAMPLE SIZE
>2,000 respondents
RESPONDENT TYPE
Snagajob registered users
METHODOLOGY
50-question survey
RECRUITMENT METHOD
3x email blasts to registered
users, offering a chance to
win a $300 Amazon gift card
for completing survey
GENDER
Female 67%
Male 33%
AGE
16-19 19%
20-24 22%
25-34 21%
35-44 15%
45-54 12%
55+ 11%

5.
Ready for it? Gen Z is here
Gen Y & Z dominate the workforce
6

6.
Gen Y and Gen Z dominate work
Ready for it? Gen Z is here
7
43%
Gen Y (Millennials)
19%
Gen Z

7.
Poll Question #1
What is the #1 thing hourly job
seekers prioritize when
considering a position?

8.
Money matters to today’s job seekers 9
57%
of people think the
minimum wage
should be
$10 or more
Federal hourly wage
$7.25/hour

9.
What’s most important when considering a job
For all hourly job seekers
10
Pay
(94%)1 Hours
(94%)2 Location
(90%)3
Opportunity
(87%)4 Perks
(80%)5

10.
For Gen Y & Z specifically
11
WHAT GEN Y WANTS
Pay
Hours
Schedule flexibility
Opportunity for growth
Job location
WHAT GEN Z WANTS
Pay
Hours
Schedule flexibility
Job location
Company culture
What’s most important when considering a job

11.
How to get ahead with Gen Y & Z
Ready for it? Gen Z is here
12
Offer flexible schedules and lots of hours
Recruiters should offer as many hours as possible and be up front about them in job
descriptions. Taking advantage of scheduling tools so Generation Z hourly workers can
pick up shifts or change availability when they need to can also help to retain employees.
Don’t overlook money
Be sure to include details like pay, hours and location in job descriptions—it’s what
Generation Z is most looking for when applying and considering jobs.
Offer training and advancement
Employers should list training and advancement opportunities in job descriptions to
attract high-quality, hard-working Generation Z candidates. In addition, if tuition
assistance is possible, note that.

12.
Workers hate being “ghosted”
They want closure when it comes to job applications
13

13.
Their #1 job search frustration is...
Workers hate being “ghosted”
14
Not hearing
back about
applications
(65%)
Having to fill out same info on multiple applications (38%)
Application doesn’t show true self (25%)
Companies not clearly explaining job details (21%)
Not being able to show true self during application process (20%)
Can’t tell which jobs give hours/flexibility needed (19%)
Not able to easily apply for job on phone (15%)
Job application process takes too long to complete (15%)
Can’t tell if job is close or not (8%)
Other (3%)

14.
When applicants expect to hear back
Workers hate being “ghosted”
15
Nearly 50% expect to hear
back within 3 days.
And almost all say that they want to
hear back within 2 weeks of applying.
< 24 hrs (2.1%) 1-3 days (46.5%) 4-6 days (29.8%) 1-2 wks (18.8%) 3-4 wks (1.1%)
5+ wks (0.3%)
Never (1.4%)

15.
Communicate with candidates.
Don’t leave candidates in a black hole; let them know even if you’re rejecting them.
16
How to get ahead with workers
Decreasing time to fill
Respond quickly.
Act on great candidates before they’re on to the next job.
Focus on the candidate experience.
Remember that the candidate experience is as important as your customer experience.

16.
Workers expect more from you
Hours, flexibility, perks & more
17

17.
They really want more hours
Workers expect more
18
70% said getting enough
hours is very important
when considering a job.
Completely unimportant Unimportant Neutral Important Very important

18.
Underemployment is a big problem
Workers expect more
19
37% want to work more hours
than they’re given.

19.
Is the future of work
leaning towards
the gig economy?
Signs point to yes,
but not because workers want to...

20.
They’re willing to take on multiple jobs
Workers expect more
21
73% are open to working multiple
jobs to get the hours they need.
Hourly workers are taking on multiple jobs
to get the hours they need to get by
What does this mean?
The jobs are there, the hours aren’t
Yes Maybe No
Open to working multiple jobs

21.
Most want a full-time job
Workers expect more
22
70% want a
full-time job
20% have a
full-time job

22.
Getting the # of hours needed is important:
67% have
financial debt

23.
But they need flexibility too
Workers expect more
24
84% said schedule flexibility is
important or very important
when considering a job.
Completely unimportant Unimportant Neutral Important Very important

24.
And great perks are an extra bonus
Workers expect more
25
Most valuable on-the-job perks
Monthly stipend to purchase food
Freedom to wear whatever they
want (within reason)
VIP vouchers for friends/family
Most valuable benefits
Professional development
opportunities
Paid vacation days
Education reimbursement/stipend

25.
How to get ahead with workers
Workers expect more
26
Offer more hours
Offering more hours will help you attract hourly talent.
Provide a very detailed job description
Include pay, estimated hours worked each week, location & transit information, perks & extras.

26.
Workers want to be loyal
They’re not job hoppers—they want opportunities to grow within the business
27

27.
28
54%expect to stay at least 3
years at their next job

28.
Career growth is very important
Workers want to be loyal
29
87% said opportunity for
growth is a must when
considering a job.

29.
How to get ahead with workers
Workers want to be loyal
30
Identify those with growth potential
You obviously want to keep your best performing employees for the long haul. Think about your
top performers and what you envision their future to be with the company.
Recognize hard work
When one of your employees goes above and beyond their job description, make a big deal out
of it. And make it public.

30.
Workers can find a new job fast
31

31.
Time to hire is shorter than ever 32
16%
Employers who are able to fill
open jobs within 1 week 50%
Job seekers who say they found
their job in 1 week or less
They can find a new job faster than you can fill

32.
They’re hyper-connected in their job search
They can find a new job fast
33
75% look for jobs on their phones

33.
They want jobs at their fingertips
They can find a new job fast
34
They’re 1.5x more likely to apply
on their phones vs. walk-in.
Searching for jobs online helps
them apply to more jobs faster
and widens their reach.

34.
Consider mobile.
Make sure the job boards you’re using are mobile-friendly.
Keep it short.
Write job postings that are formatted/written for mobile screens (bullets, short text, etc.).
35
How to get ahead with workers
They can find a new job fast
Make it mobile-friendly.
Optimize your company careers page for mobile.
Take a long hard look at your application.
Are all of the questions asked actually necessary?

35.
Poll Question #2
What percentage of employed
hourly workers are actively
looking for another job?

36.
Of those employed....
They can find a new job fast
37
89%
are actively looking
for another job 11%
are not actively
looking for a new job

37.
Your employees are actively seeking new jobs right now
They can find a new job fast
38
are looking for a new job to
replace their current job
are looking to get a second or third
part-time job
48%
44%
are looking to pick up multiple gigs outside of their
current job (i.e. Uber, Lyft, PostMates, Care.com)8%

38.
Identify those with growth potential
Talk to those you want to stick around and see where they see themselves headed. Tell them about your company’s
management and/or training programs.
Provide some small perks
If you don’t have a budget for pay raises, small gestures can also help retain your employees.
39
How to retain employees
They can find a new job fast
Recognize hard work
Give shout outs at team meetings, send out emails or messages praising a positive action, have spot bonuses ready
to go for those who really stand out.
Make culture a priority
Younger generations absolutely care about culture. If you’ve never really thought about your work atmosphere before,
now is the time to start.

39.
Final takeaways
Hourly worker insights to fuel your hiring strategy
40
Get ready for Gen Z. They’re here!
Communicate. Don’t ghost applicants.
Workers expect more. They really,
really need more hours.
1
2
3
Their loyalty is yours to lose.
They want to stay & grow with you.
Workers are hyper-connected.
They can find a new job fast.
89% of employed hourly workers
are actively seeking new jobs.
4
5
6

40.
Activity ID: 328841
Credit Hours Awarded:
1 (HR General)
Activity ID: 17-HOVSM
Professional Development
Credits (PDCs): 1
SAVE THE DATE
Holiday Hiring—How Did
You Stack Up?
Wednesday, November 15 at 1 p.m. ET

41.
SAME VENUE.
MORE GREAT INFORMATION.
APRIL 30 - MAY 2,
2018
BELMOND CHARLESTON PLACE CHARLESTON, SC HOURMINDS.COM
Save the date for HourMinds 2018 in
beautiful Charleston, South Carolina.
Join us for conversation, and networking
on all things hourly.
Register before 12/31 for the Early Bird price of $299

42.
Questions?
Tweet us @Snagajob using
#hourly and we’ll answer them
in an upcoming blog post