HRO Today May 2020 - 48

they are much shorter, emails can offer more detail and can be read when the candidate has the time
and privacy needed to convey sometimes sensitive and complex information that goes beyond general
reminders or updates.
The best approach is for recruiters to use a combination of emails and text messages. And text
messaging needs to have prior candidate approval in order to be used.4
TA/HR study participants were asked which, if any, areas of the hiring process have they tailored for hourly
or salaried employees.
HRO Today Research
There is a similar ranking of tailoring the different hiring processes for hourly and salaried positions, though
the extent of customization varies. In each of the six areas examined, more tailoring was done for salaried
roles than hourly, and in four of the areas (offer processes, recruitment marketing, candidate assessments,
interview process) the gap was significant.
Tailoring the interview process was indicated most often for both hourly and salaried positions (62.5
percent and 72.2 percent, respectively). On boarding was customized by just over sixty percent of recruiters
for both hourly and salaried roles.
Recruitment marketing was tailored by two-thirds (66.7 percent) of recruiters for salaried roles and over
one-half (52.8 percent) of hourly, though the 13.9 percentage point gap was the second highest of the six
areas examined.
Figure 3: Candidate Preference for Written Communication
Candidate Preference for Written Communication
82.0%
68.0%
34.0%
21.0%
Usually email
Always email
While tailoring offer processes was the lowest of the areas examined, it was still applied to salaried roles by
nearly one-half (48.6 percent) of TA/HR respondents, which was 18.1 percentage points higher than for
hourly positions, the largest discrepancy of any area.
47.0%
48.0%
Given historically low unemployment rates across many developed nations, tailoring hiring processes to
better suit the needs of the candidate only make sense if companies are going to successfully compete
for talent.
Hourly
Salaried
Figure 4: Areas of the Hiring Process Tailored for Hourly or Salaried Employees
Areas of the Hiring Process Tailored for Hourly or Salaried Employees
Hourly
© 2020 SharedXpertise
20
40
60
80
Interview
process
© 2020 SharedXpertise
On-boarding Recruitment
marketing
a role were more focused compared to hourly workers.
For example, recruiters believe potential for growth (69.4
percent), company culture (59.7 percent), and company
reputation (52.8 percent) are the primary drivers for
accepting a position. Recently hired salaried employees
agreed that potential for growth was most often a main
reason for accepting a position, but compensation and
location also remain factors.
[48]
HRO TODAY MAGAZINE | MAY 2020
Candidate
assessments
Application
process
Offer
process
HR Practices in Hourly and Salaried Employee Recruiting Vs. New Employee Views
Throughout the hiring process, from interviewing and
offer management to onboarding, more customization
was applied to salaried roles than hourly, with a
significant difference in most surveyed areas (see Figure 4
above). The interview process and recruitment marketing
were most often adapted for salaried workers.
13
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72.2%
62.5%
61.1%
63.9%
52.8%
38.9%
66.7%
51.4%
38.9%
41.7%
HR Practices in Hourly and Salaried Employee Recruiting Vs. New Employee Views
30.6%
9
48.6%
Salaried

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HRO Today May 2020

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