If you’re like many employers responsible for staffing small or growing companies, you depend on part time workers as a significant percentage of your workforce. Nearly 60 percent of the U.S. labor force consists of part time workers at this point. And yet, hiring, training and retaining these part timers can be far more challenging and often more expensive than hiring and training full time employees.

This is partly due to the fact that the cost of losing a part time employee can be equal to or even greater than the person’s annual salary, and it’s also due to some stubborn false assumptions and misguided approaches managers tend to take toward the part-time recruiting process.

Know Your Demographic

When some managers hear the words “part-time employee”, they picture a younger candidate, often a student, or a person who would prefer to work full time and craves as many hours as possible. But this picture isn’t completely accurate. In fact, statistics show that at least a third of part time candidates are between the ages of 25 and 45, and another third are over the age of 45. Also, many part time candidates are exactly that—part time candidates—and they aren’t looking for more than 30 hours of work per week. So when you source your candidates, make sure you’re pitching your position to the right audience. Be strategic.

Make it Easy for Great Candidates to Apply

If you want the best employees, treat every applicant with respect. Don’t make your candidates jump through hoops, don’t make them slog through a time-consuming online application full of broken links, don’t try to demean or cross-examine them during interviews, and don’t accept applications only during business hours. Many of your best candidates are already working and are juggling complex, busy schedules. Allow them to apply easily online or drop their applications off during evening and weekend hours. 

Focus on Retention

The best way to solve your hiring and recruiting problems is to keep the great employees you already have. Once you’ve trained and invested in an employee, recognize that this person represents your most valuable form of capital. Go the extra mile to make your workplace appealing and to encourage a positive culture. Every unwarranted criticism, unpleasant condition, or unsafe workstation means the potential loss of a hardworking, dedicated employee. Don’t let these small details cause disproportionate damage to your bottom line.

For more information on improving your workplace reputation and attracting the strong part-time candidates you need, arrange a consultation with the NC staffing experts at PSU.