How to Hire a Part-Time Resource: The Step by Step Guide

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Organizations in each industry recruit part-time employees at some point, essentially due to flexibility needs, to deal with additional workloads or work on particular projects. Part-time work is particularly well known in the hospitality and retail areas, cultural and creative industries, and numerous others. 

Notwithstanding, attempting to occupy these part-time employees’ positions accompanies its own set of obstacles. This is valid, paying little mind to the sort of chance that you are offering. 

Regardless, the normal job-seeker is frequently searching for a permanent job role inside your business. Additionally, your part-time employees in a perfect world should be experienced, innovative, and reliable. Simultaneously, they must work for restricted pay and benefits. 

Recruiting part-time employees requires somewhat more thought than you may have expected. However, while it might need a more creative methodology, it is conceivable to utilize proficient, part-time employees.

To manage part-time employees, here is the step by step guide.

1. Know the law

Before doing any work, you first need to understand what does hiring part-time employees means completely. A full-time employee is relied upon to work between 35 to 45 hours every week and an average of 40 hours. But, interestingly, part-time employees are those who work less than the average 40 hours a week. 

Consequently, this implies that the employee you wish to recruit can work between 1 and 39 hours. It should also need to be noticed that this relies upon your organization. If the normal full-time worker in your organization works under 40 hours per week, you should change your part-time employees’ hours accordingly.

2. Focus on flexibility

Before starting the recruiting system, it is smart to think about what the normal part-time employees need. The primary inquiry to pose is, the reason would somebody decide to work part-time? Much of the time, it is because people have different responsibilities. 

These low-maintenance labourers might be students, business people shuffling their own business, retired people, or individuals with family responsibilities. Because of this, one of their principal concerns is flexibility. This is precisely how you can speak to these people. 

For example, do you need your part-time employees to work during business hours or outside of them? What amount ahead of time will they accept their schedule? Likewise, can certain pieces of the work be done distantly? The greater flexibility you can present to possible potential candidates, the better your choices will be.

3. Write accurate job postings.

Most employers tend to forget while writing part-time job descriptions as the importance is given to full-time employees. But, if you want to hire qualified employees, it is essential to crafting a decent and good job description.

What should be mentioned?

  • Highlight that the job is a part-time job

Though it may seem an obvious thing to do, many organizations do not make what they seek in part-time employees—and not mentioning results in confusion and many frustrated individuals. Thus, note to mention the term ‘part-time’ in the job title.

  • Mention the expected work hours and days

As part-time employees do not work as full-time employees, you cannot afford to be strict regarding the hours expected to work by a part-time employee. Since they have other responsibilities, thus they need to be informed and confirmed about the working days and hours.

Mentioning how many days and hours are required to work can impact the quality of the applicants that you attract.

4. Outline the education, experience and skills required

Every position requires skills and knowledge, so when you post jobs part-time, you must highlight the traits, experiences, and educational achievements you are looking for.

  • Clearly define the duties.

You must clearly state what kind of role part-time employees need to fulfil within the company. Since you would need to list out particular duties for the part-time employees thus, you should always research that specific position before constructing the job description.

  • Mention employee benefits

Like full-time employees, part-time employees do not receive similar benefits, and as a result, one needs to frame the job description more positively. In other words, the outline of what kind of opportunities or rewards will be in the job needs to be mentioned.

  • Know where to post the job

It would help if you had your job posting seen by as many qualified individuals as possible. However, setting the advertisement on a well-known site isn’t the appropriate way. This is because individuals searching for part-time employees won’t utilize similar platforms as full-time applicants. 

To guarantee that the perfect individuals see your posting, focus on websites best used by part-time employees. As the quantity of freelancers has increased, there are currently niche sites for such workers. In this way, make a point to focus on these regardless of anything else.

You would find the right candidates with the required skills and qualifications and save time and money. Added to it, part-time employees are already aware of the job role and expectations.

5. Select with intent

Numerous businesses can get rather careless concerning the recruiting system. Indeed, this is because they underestimate the significance of a part-time employee. In any case, you need smaller tasks to be done with accuracy and with a top-notch of work too. 

This is the reason you should put expected part-time employees through a comparable cycle as full-time employees. Thus, analyze your present selection process. Then, at that point, recognize which components can be applied to the part-time employees and which ones you can ignore. You will then, at that point, have your recruiting process layout.

Also, remember to avoid rushing the interview process; though it may seem you have got the perfect candidate after just one meeting, it can be dangerous. When you feel a single applicant has potential, ensure to interview them one more round. You can start the first round with a phone interview or a video calling interview, and depending on your work, and you can go on to the next round. In cases like hiring, part-time employees ask questions related to those required skills.

6. Always keep looking

Normally, employers begin to search actively for candidates only when they need them immediately. And in such situations, one is left with people who are available for the position. Thus, even you find the right person, and it does not imply that the search is over.

Inform your seniors or relevant employees that you are considering individuals who meet certain criteria, which will benefit you build a network of potential candidates. In a few situations, a good candidate that you think is potential but is not fit for the role you are hiring can be kept in the talent pool rather than disregarding them completely.

Conclusion

There is something more to recruiting part-time employees besides what might be expected. Similarly, assuming you need to utilize the right part-time employees, you have to attempt any full-time job. Luckily, the above rules do illustrate what you need to do to succeed. Try not to stop for a second to refer to these; you need to enlist a part-time employee the following time!

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