The Impact of Today's Job Market on Summer Hiring
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The Impact of Today’s Job Market on Summer Hiring
/ The Impact of Today’s Job Market on Summer Hiring 2 Introduction Why 80% of workers plan to look for a new job this year As summer 2022 approaches, many Americans have the itch to travel and get back to a “normal” warm-weather experience. Although inflation is nipping at our heels, and the dreaded “r” word is being bandied about (yes…recession), the truth is we could definitely all use a vacation. In fact, predictions are for near-record consumer demand this summer. In preparation, US businesses are focused on hiring. However, across every industry, teams report they’re struggling to find candidates. Many workers aren’t actively looking for jobs because of general dissatisfaction with work in general, while others are challenged by the lack of care for children and other family members. To put it simply, there are more job openings than unemployed people looking for work. Specifically, 1.9 open jobs for every 1 available worker. US unemployment rates hit a 52-year low in April of 2022. But don’t lose heart. The labor market is dynamic and things are trending up. People are coming back to the labor force quickly. Businesses are filling open roles. And with the summer approaching, hiring leaders everywhere are on the clock to staff up accordingly.
/ The Impact of Today’s Job Market on Summer Hiring 3
Which matters more?
Where you work, 54% 46%
Where When
or when you work? I work I work
As workers re-evaluate priorities, offering the right schedules becomes increasingly important.
Yes, some people left the workforce
permanently and ahead of schedule.
But the vast majority of hourly workers are
reshuffling, looking for more equitable work,
greater flexibility, and better opportunities
for advancement.
By joining this great reevaluation of work and
exploring new and innovative ways to get a
job done, your open roles will stand out from
the competition—this summer and beyond.
/ The Impact of Today’s Job Market on Summer Hiring 4
How to staff up
for summer. Fast.
We surveyed over 3,000 thousand hourly workers and
employers to understand more. Here’s what we learned.
1 A new season brings
a bold new outlook
62% 80%
Workers are Looking for Plan to look for
seasonal work a new job in 2022
reshuffling to
find the best
59% 54%
opportunities:
Consider changing jobs Will be looking
to a new industry where specifically for
their skills match part-time work
How employers can capitalize on this change:
Open your pool of candidates to workers with varying skills
Don’t get locked into specific qualifications, but rather how someone’s
skills translate to your position. Consider how a person can grow into
a job. For example, a person who has officiated youth soccer games
should have the communication and organizational skills to interact with
customers. This makes them ideal for hourly retail and restaurant work.
/ The Impact of Today’s Job Market on Summer Hiring 5
2 Workers are re-evaluating
what’s important in a summer job
Three things they look
for first when applying:
77% 67% 66%
Pay rate Location Flexible hours
How employers can capitalize on this change:
Rethink the total package you offer hourly workers
Compare what your competition is paying, and bump that up as
much as you’re comfortable with. Nearly 14% of our respondents
reported making between $15 and $15.99 in their previous job.
Also stress flexibility, which can take many forms beyond a
flexible work schedule (which you should offer—working around
someone’s school, childcare, and other schedules). Also consider
alternative forms of flexibility, like working from home for some
tasks, rotating jobs (Cashier in the daytime, then Delivery the next
night?), and flexible treatment of individuals (letting people dress
however they’re comfortable or perhaps work alongside friends).
/ The Impact of Today’s Job Market on Summer Hiring 6
3 This isn’t summer 2019 -
expectations have changed
51%
Here’s what has
Finding more flexibility
changed most for in work schedules 45%
hourly workers in
Finding improved
the last two years 51% working conditions/
of summer hiring: health standards
Finding higher
pay rates
How employers can capitalize on this change:
Move quickly to offer additional benefits and perks
The list of benefits doesn’t end with higher pay. Workers today are
going to be enticed by a full range of offerings, from flexibility and
health insurance to growth opportunities, tuition reimbursement,
childcare assistance, paid time off, company discounts, and more.
/ The Impact of Today’s Job Market on Summer Hiring 7
4 As summer 2022 hiring
accelerates, it’s critical to
understand why workers
have left previous jobs
When asked people why
they left their last jobs,
here’s what workers reported:
27%
How employers can
Unhappy with management
capitalize on this change:
25%
Treat employees fairly
Pay was too low
and with respect
Begin by realizing that
19%
employees now have the upper
Working conditions were poor hand in negotiations, given the
scarcity of available workers.
17% Offer increased wages, bonuses,
and other perks that show you
Scheduling/flexibility challenges appreciate their contribution
and consider them an important
17% part of the company’s success.
This is especially true for hourly
Work/Life balance was poor
workers who may have less
interaction than W2 employees.
/ The Impact of Today’s Job Market on Summer Hiring 8
5 As temperatures rise, employers
are evolving their hiring model
What worked before is not
working now, and savvy
businesses are adapting:
70%
Open to flexible
work schedules
37%
Would use an on-demand
worker to fill in for shifts
while waiting to hire someone
65%
Are having hiring success
by offering higher wages
than pre-pandemic
How employers can capitalize on this change:
Move quickly to offer additional benefits and perks
The list of benefits doesn’t end with higher pay. Workers today are
going to be enticed by a full range of offerings, from flexibility and
health insurance to growth opportunities, tuition reimbursement,
childcare assistance, paid time off, company discounts, and more.
/ The Impact of Today’s Job Market on Summer Hiring 9
6 Evolving employers will
snag talent this summer
65%
Here’s what
surveyed Higher wages
for my employees 54%
businesses are
doing to more Posting jobs on
successfully hire: 66% job boards to
find new workers
Offering paid time off
How employers can capitalize on this change:
Immediately revise your offering and candidate criteria
To succeed in changing times, businesses must commit now to
new thinking or lose ground to competitors who do. Offering more
pay, flexibility, and benefits are just the beginning, however. It
takes a fast response, including exploring a pool of candidates
you might not have considered pre-pandemic. This ranges from
teens and other first-time hires, to groups of workers who are
underutilized such as second-chance hires and mothers who are
gradually returning to the workforce now that childcare is less of an
obstacle (as long as you offer enough flexibility in their schedules).
/ The Impact of Today’s Job Market on Summer Hiring 10
7 Summer 2022 brings many
hurdles to understaffed businesses
Top three responses as to why
businesses can’t hire enough workers:
53% 44% 44%
Low applicant Not enough Interview
volume time to hire no-shows
How employers can capitalize on this change:
Look beyond your normal pool of candidates
Expanding who you consider for open positions is paramount to success
in the post-COVID world of work. As well as considering non-traditional
workers such as teens and other first-time hires, also look for workers
who may not have the exact skill set you’re looking for but can still grow
into the position. Also, hire hourly workers to fill gaps whenever possible./ The Impact of Today’s Job Market on Summer Hiring 11
8 Summer 2022 Theme:
Better Work = Happier Employees
Over 51% of hourly workers reported that they’re
willing to change industries, it’s apparent employees
want better work. So where are they looking?
47% 44%
Customer service Retail
41% 33%
Restaurants Warehousing
28%
Hospitality
How employers can capitalize on this change:
Immediately revise your offering and candidate criteria
Many employers in select industries find that higher wages alone aren’t
enough to bring workers back. These are positions that traditionally
offer lower pay and require more rigid scheduling. To find workers,
particularly teens, stress your company culture. Many young workers
are looking to support causes they stand behind. Also, emphasize the
fun of working with other young workers, and programs to help them
socialize before and during work. Remember, these teen workers have
been isolated since the pandemic and are looking to make friends./ The Impact of Today’s Job Market on Summer Hiring 12 Why businesses must now rethink employment To thrive in today’s changing world of work, employers must take decisive and mindful action to align with worker needs. Now that there is a seismic power shift, with workers having the upper hand, it’s forcing a change in how businesses hire and how they treat workers. Workers can now cherry-pick the jobs they want, holding out for higher pay, better benefits, and more flexibility. There is an immediate need to think not only of the balance sheet, but of a balance of power between employers and employees. It becomes critical to treat workers as important to the fabric of a company’s success. So what direction to take? The first step is to recognize that this isn’t a fluke Early on some employers believed it would be temporary and that they could wait it out. While it’s true that the elevated levels of attrition we’re seeing will likely ebb over time, worker expectations have fundamentally changed and the status quo is insufficient.
/ The Impact of Today’s Job Market on Summer Hiring 13
How to hire today’s hourly workers
Employers should acknowledge an employee’s contribution to a
team of people with a shared purpose. People want to belong to a
workplace community, be part of something bigger than themselves,
and enjoy the day-to-day. Keep work interesting with energy, humor,
and fresh incentives — purpose, camaraderie, and levity.
Connecting with teens and Generation Z workers
87% 70% 60%
of teens are of the Gen Z of Gen Z job seekers consider
now looking population is now “sharing social values” among their
for work looking for work top 3 factors for choosing a company
Young job seekers are more active than any other age group, and it’s critical to engage with them./ The Impact of Today’s Job Market on Summer Hiring 14
Improving company culture can feel daunting, given
that it takes time to get right. While there are several
things employers can do, there are two things that
are often overlooked (but incredibly important).
Lead by example.
Set the tone. Don’t ask others to do things that
you yourself aren’t willing to do. Exemplify the
values that you hope others will want to follow.
Lead with empathy and compassion.
Demonstrating that you care about what
colleagues are navigating/going through —
whether professional or personal — is so
important to creating the right culture. Taking
the time to check in and see how someone
is doing, and acknowledging challenges that
people are navigating even outside of work, are
small steps that have an outsized impact on
engagement, collaboration, morale, and culture.
One of the silver linings of the pandemic has been
that more employers and leaders have recognized
the importance of showing empathy and engaging
on topics that transcend the workplace./ The Impact of Today’s Job Market on Summer Hiring 15 Recommendations on improving your hiring practices in these changing times The key is to plan ahead. With so much in flux, start hiring now for summer positions. The market is going to continue to be tight as workers move to new jobs and new industries. Also, broaden your search. Consider people with related skills who can move into positions, and look to untapped markets such as second-chance workers, those with disabilities, mothers returning to the job market, and other groups. Don’t let the pandemic make decisions for you Resist the temptation to wait for changes and react to them. Hire the team you need, as soon as possible, and be set for summer. But also do be ready to pivot if there are bumps in the road. Have a contingency plan with flexibility, and if needed roll with it.
/ The Impact of Today’s Job Market on Summer Hiring 16
Conclusion
About Snagajob
Snagajob is the nation’s largest
marketplace for hourly jobs
and shifts. Partnering with
teams from small businesses
to 24 of the top 25 hourly-
work employers, each month
Snagajob connects 6 million
job seekers with well-matched
Working is changing, and will never be job opportunities. Snagajob’s
the same. The pandemic has altered how mission is to help hourly
hourly workers look at jobs, and they now workers fulfill life goals, gaining
have the upper hand. flexibility and control over how,
when, and where they work—
But even when the economy recovers, whether full-time or part-time.
and a healthy balance of jobs to workers Given Snagajob’s matchmaking
returns, it’s still going to take a fresh magic, employers count on
approach to attract employees. Many job postings that reach the
industries will be impacted more than right candidates at the right
others, particularly those with low pay and time. For more information visit
minimal flexibility. But by offering more snagajob.com or connect via
and respecting the goals of workers more, LinkedIn, Instagram, Facebook,
the result will be a success for everyone. and Twitter.You can also read
