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Getting Part-Time Employees In 6 Easy Steps

For starters it is true that job seekers are typically looking for a permanent job within your company. Furthermore the part-time employee you hire must be intelligent skilled, knowledgeable and trustworthy. In addition they must have the ability to perform with minimal earnings and benefits.

The process of hiring a part-time employee requires some more consideration than you may have thought. While it could require more thought-provoking approaches however, it is still feasible to find competent part-time workers.

To help you manage this to manage this, here are the most important tips to be aware of.

1. Be aware of the law

Before any other thing, you require a thorough understanding of what it is hiring a part-time worker. A full-time worker is one who has to be working between 35 and 45 hours per week, and the average is 40 hours. A part-time employee does less work than.

So, the person you want to hire will be able to work between one to 39 hours. Be aware that this will depend on your company’s policies. Do the majority of full-time employees within your business is working just 40 or less hours per week? If so, you’ll be required to alter your part-time workers’ hours to accommodate.

This information is vital from a legal perspective, but is equally important to any part-time employee you hire. You must be aware of the different types of agreements you can provide to your part-time employees, the way their overtime potential would be handled, and more importantly what benefits they’re entitled to.

2. Focus on flexibility

Before you start with the process of hiring, it’s recommended to take a look at what the typical part-time worker would like to do. The first thing to consider is: why does someone decide working part time? Most of the time it’s because people are juggling other obligations.

Part-time employees could be entrepreneurs, students, or students who manage their own business and retirement commitments. This is why one of their primary issues is the flexibility. This is exactly how you can reach the people who are in this group.

For example, do you require your part-time employee work outside of business hours or during of these hours? What is the minimum time frame for when they be notified of their schedule? Additionally, can certain aspects of the work be completed via remote access? More flexibility give potential applicants the more flexible your options are.

3. Create accurate job ads

A lot of employers skip the mark when it comes to writing descriptions of part-time jobs. This is because more significance and weight are given to full-time jobs. If you’re looking to recruit people who have the qualifications for the job you have posted it is crucial that you write a strong job description.

What is a part-time description of work comprise?

Make it clear that it’s an hourly job

This might seem like an obvious step to take however, many employers don’t define what they’re seeking when it comes to a part-time employee. If they don’t, it could lead to confusion and dissatisfied applicants. Additionally that you’ll have to handle the plethora of irrelevant applications.

So, make sure to mention “part-time” as part of the job description. In order to make sure it is included, add it in various other areas in the job description too. In addition it is essential to state the importance you put into this position. When you speak about how crucial the job is, you’ll aid potential applicants to put it in a higher position of esteem.

Indicate the expected work hours and the days

It’s not a good idea to be uninvolved regarding the hours you’d like your employees who work part-time. As we’ve said, there’s an explanation for why most people work in part-time. Most of the time, it’s because they have different duties. This is why they need an explanation of how long they’re required to be working each week.

In this regard it is important to be clear about the days of the week you’d like to have the candidate work for your company. If you have particular days in mind, make mention of those. Also, you should provide the hours an employee has to be working each week. This information could affect the qualifications of the candidates you choose to recruit.

Outline education, skills and experiences

Every position, even part-time ones require certain skills even the most basic job descriptions. When you post job ads make sure to emphasize the skills, qualifications and work experience you’re looking for. This will make it easier for job applicants to assess whether they’re suitable for the position.

Clearly define duties

Part-time employees must know what job they will be performing in your business. Again, these information will allow the candidate to determine whether they are able or have the desire to fill the job. It is important to mention the specific tasks they are expected to perform in your job advertisement.

This is the reason you should be sure to conduct some research on this particular job prior to drafting an outline of the position. Find out from experienced employees what they expect from the individual in the position. These details will give you the bonus of providing you with an idea of the kind of person to choose and more.

Mention benefits for employees.

Part-time employees typically don’t get the same benefits as full-time workers. Therefore, you’ll need to present the position in a more positive way. In essence, you’ll be required to describe what type of rewards or opportunities will be offered by the job.

Of course, if you are able to provide proper benefits for employees it will be attractive. Take into consideration benefits and perks, such as paid holidays, discounts for employees or paid training. This is another factor you must think about before posting an employment description. Be aware that a bit of incentive could make a difference.

4. Be aware of where to post

You would like your job ad to be noticed to as numerous qualified individuals as you can. But, placing your advertisement on a well-known site isn’t the only option. It’s because those who are seeking part-time jobs will not always utilize the same sites as full-time applicants.

To ensure that your post gets noticed by the right people, look for websites that specifically cater to freelancers. Since the number of freelancers has grown it is now possible to find special websites that cater to these freelancers. Therefore, you should focus on these first.

There are a number of advantages to working on these smaller websites. For one it is more likely to locate applicants with the proper qualifications and abilities. In addition, these candidates have previous experience working part-time and be aware of what’s expected from them. Not to mention there is no need to fret about sorting through a myriad of applications.

Here are a few sites that you can consider using to advertise your part-time positions in addition to your regular job boards:

  • FlexJobs
  • SnagAJob
  • CoolWorks
  • Craigslist

5. Choose with intention

Many employers are a bit lax regarding the hiring process. This is due to the fact that they don’t understand the significance of a part-time job. But, there are smaller tasks that are completed with precision and with the highest quality of work.

This is the reason you must consider putting potential applicants who are part-time through the same process like full-time employees. So, examine your current selection procedure. You should then determine which aspects could be applicable to workers working part-time, and which you should ignore. Then, you will have your hiring procedure outline.

Consider, for instance, adding questions regarding candidates availability on the application. This way, you will choose candidates only if they are available at the time you require to use them.

It is also important to avoid hurrying the process of interviewing. While it may be tempting to sign up a candidate in a single meeting but this is an unwise choice. It is not always easy to fully comprehend the personality or capabilities of a candidate following one interview.

If you believe that a particular candidate is a good fit ensure that you have an interview with them at least twice. Based on the number of candidates you’ve reduced down to, this may be a lengthy procedure.

To ease some of the work, you might decide to begin by conducting a telephone interview or perhaps a virtual interview. If you think a candidate is the right fit and you are interested in meeting them, you may want to meet the person in person. Based on how you feel of them might be interested in having other members of your company in the process and arrange an interview with a peer.

If you are interviewing candidates for a part-time job make sure you keep the requirements of their job in your mind. For instance, if your position requires problem solving or organization, you should ask questions that relate to these skills. These will provide you with a clear idea of whether an applicant is able to demonstrate the skills you’re looking for.

6. Always be on the lookout

In many instances employers will only actively seek candidates once they require them. When you are in that stage you’re limited to candidates who are willing to fill the job. Therefore, even if you do manage to hire an individual, it doesn’t indicate that the job search is finished.

In the case of part-time applicants, it’s always a good idea to be looking for. Inform your supervisors or other pertinent employees that you’re looking for candidates who satisfy certain criteria. In this way, you’ll be able to establish an array of candidates via word-of-mouth.

Social media also makes it simpler for employers to search for and reach out to specific individuals. If you do come across a talented and resourceful person, take notes of them. Then, you will be able to grab them once the current contract is over.

This suggestion can be passed across to those who you’ll be interviewing for your current job also. In certain instances it is possible to encounter a candidate you like but isn’t a great candidate for the position you’re hiring for. Instead of ignoring them completely make sure to keep their profile within your talent pool. If an opportunity for a similar position opens up, you’ll be able to pinpoint the best place to go.