And as you work with on-demand staffing, remember that employees have lots of autonomy about who they decide to work for and when. Engaging them as best as you can will not only your potential clients and customers, but also yourself as you gain a reputation as an employer people want to work for, making the hiring process much more seamless.
Many employees in today’s day and age want flexibility and better technology to stay connected with managers and other workers, so it is important to understand why engagement matters and how you can keep your staff — whether they are on-demand or in a more permanent position — happy with your business. Statistics show that a quarter of millennials have jumped between five or more organizations, with the majority of 60 percent working at two to four organizations. Understanding some opportunities to improve engagement can make your long-term on-demand staffing efforts easier and save you money in the long-run.
Check out these key employee engagement strategies.
Flexibility in Communication Methods
Part of employee engagement, especially with on-demand staffing personnel who can more easily pick and choose which roles they take, is communicating with employees in the way that they prefer. Because communication with talent is a key part of filling client requests, this is not an area you can ignore and hope that candidates will deal with it — if you want people to show up for jobs, they have to be engaged with your business, and allowing for self-selected communication methods is an easy way to do exactly that.
Let your staff self-select their preferred communication, from SMS to email, to a web or app-based message. They’ll get the job alerts, you’ll know that you’re not bugging them with an unwanted alert, and your clients will find their opportunities filled by staff who are genuinely excited about work.
Sending Relevant Job Opportunities
Not every temporary worker is interested in every single opportunity that crosses their path. Sending irrelevant jobs, those for which they are not qualified, or jobs that are too far away to be worthwhile is a one-way ticket to frustrating your talent. They may even come to ignore alerts for jobs they would actually like, if you have sent a lot of irrelevant on-demand staffing opportunities in the past.
Instead, work to communicate only relevant opportunities, using automation and self-service options to find out what people want to do, filter opportunities accordingly, and send those opportunities to candidates using the communication method they prefer.
Easier Employee Scheduling — and Time-Tracking
Employee’s inboxes are clogged up these days. Just like the rest of us, they are likely bothered every day with spam phone calls as well. Break through the clutter and find a solution that streamlines their schedule with potential employers. An app that shows employees’ availability and alerts them when and where they should be — not to mention tracks their time and can approve their schedule electronically — makes on-demand staffing easier both for the employees and employers as well.
Remember that it’s an employee’s market out there, so having any hand up in engaging with on-demand talent will help you win the best employees to help move your company — and your clients — forward.
Employee engagement is a key indicator related to job performance, a fact that cannot be ignored when you work in on-demand staffing and your reputation is built on how well your talent handles their work responsibilities for clients. Everyone wants to hire employees who are passionate about being at work and doing their work, as the effects can have a great impact on the bottom line.