New research shows the varying ways salaried and hourly employeesÂ are recruited and hired.
By Larry Basinait
Are there differences in which hourly and salariedÂ positions are recruited? According to new research fromÂ HRO Today and Cielo, yesâand the differences areÂ actually quite significant.
This may be due to the nature of hourly versus salariedÂ positions. Typically, salaried workers tend to make aÂ higher overall income than hourly workers. They alsoÂ have greater access to benefits packages, bonuses,Â and paid time off. Full-time roles are typically at theÂ executive or professional level and require advancedÂ degrees. While organizations are often more cautiousÂ in contacting salaried candidates for new roles, they areÂ more accommodating and flexible to meet their needs.
Despite competition for qualified candidates, recruitersÂ take longer to respond to candidatesâ applicationsÂ for salaried roles than hourly roles, with the researchÂ showing an average response time of 8.6 days versusÂ 6.8 days, respectively (see Figure 1). RecentlyÂ hired employees perceive that it takes even longerÂ to hear back from recruiters, with those applying forÂ salaried roles indicating the longest response time. TheÂ average response time for hourly employees gettingÂ a job offer was 20.0 days, compared to 27.5 days forÂ salaried employees.
Interviewing may be a factor for the delay. The researchÂ shows that there are nearly twice as many interviewsÂ conducted per candidate for salaried positions than forÂ hourly positions, and recruiters use a greater varietyÂ of methods for interviewing candidates for salariedÂ positions.
Overall, recruiters indicated that the most effectiveÂ sources to find candidates for both hourly and salariedÂ positions were Indeed and referrals (see Figure 2). LinkedIn is by far the most commonly used sourceÂ when seeking out salaried employees (85.9 percent), butÂ much less common for hourly employees (22.5 percent).
Except for a minority of hourly employees that use LinkedIn, these patterns also hold true for candidates seeking new positions.
Nearly two-thirds (64.4 percent) of the time, recruitersÂ communicate with candidates for hourly positions usuallyÂ or always using email (see Figure 3). TheÂ use of email is even higher for candidates for salariedÂ positions, clocking in at 81.1 percent of the time. Sixty-eightÂ percent of hourly employees and 82.0 percent ofÂ salaried employees prefer email communication duringÂ the interview process despite the widespread use of textÂ messaging.
HR and talent acquisition practitioners are quite clearÂ that the use of artificial intelligence (AI)-enabledÂ technology must be disclosed to candidates. About three-quartersÂ of recruiters indicated that it is important toÂ reveal that AI technology is being used in a candidateÂ interaction for both hourly and salaried positions.
Recruiter opinions about why salaried employees acceptÂ a role were more focused compared to hourly workers.Â For example, recruiters believe potential for growth (69.4Â percent), company culture (59.7 percent), and companyÂ reputation (52.8 percent) are the primary drivers forÂ accepting a position. Recently hired salaried employeesÂ agreed that potential for growth was most often a mainÂ reason for accepting a position, but compensation andÂ location also remain factors.
Throughout the hiring process, from interviewing andÂ offer management to onboarding, more customizationÂ was applied to salaried roles than hourly, with aÂ significant difference in most surveyed areas (see Figure 4). The interview process and recruitment marketingÂ were most often adapted for salaried workers.
Click here to view the entire report, sponsored by Cielo.