Non-exempt Hiring Strategies

Non-exempt Hiring Strategies

The targeted name generation and pipelining components of Personify’s Talent Relationship Management solution involve intelligent, proactive sourcing to create deep candidate pools that can be tapped into quickly. However, we’re often faced with a unique challenge when it comes to engaging high volume hiring of non-exempt employees.

We turned to our Talent Acquisition department to learn more about how and why high volume hiring requires its own strategy and how Personify accomplishes finding multiple qualified candidates.

The non-exempt recruiting strategy dramatically differs from the standard exempt talent acquisition due to the sheer number of candidates receiving communication at all times. Many non-exempt roles have a constant need for hiring, making the streamlining of pipelining, interviewing, onboarding and training process vital.

Mack Lloyd, Team Lead of Talent Acquisition at Personify, knows the key to engaging with non-exempt hires lies in the strategy’s details. Most non-exempt employees are hired at a high-speed in high volumes, requiring an approach that vastly differs from the single candidate hiring strategy.

Most non-exempt employees are hired at a high-speed in high volumes, requiring an approach that vastly differs from the single candidate hiring strategy.Click To Tweet

“Our recruiting teams understand the key to engaging with multiple non-exempt hires is creating a contact strategy that spans numerous methods of communication with each of the candidates,” Lloyd says. “We strive to contact potential candidates at least three times. We call, email, and text each candidate for all of the positions that we have.”

Lloyd notes that many non-exempt candidates also lack regular access to a computer, making them more likely to use their cell phone to access job postings and take calls. This increases the significance of making all job materials mobile-friendly. Failing to communicate in an accessible way could potentially skip over great talent.

Failing to communicate in an accessible way could potentially skip over great talent.Click To Tweet

With this in mind, Lloyd suggests nontraditional methods of initial communication like Facebook, Craigslist, radio and newspaper ads. To accommodate large hiring groups, he suggests interview classes to save time, while still recruiting ideal candidates.

Furthermore, Lloyd suggests HR teams struggling with finding non-exempt talent prioritize differentiating themselves from the competition. He notes that in a market with under four percent unemployment, candidates can be picky, and the more recruiters make a position more attractive, the better.

“Companies must offer competitive benefits and pay, and make sure to have a culture where the non-exempt employee is valued,” he says, adding that, “all employees look for a company that will care about them while helping with their advancement.”

'Companies must offer competitive benefits and pay, and make sure to have a culture where the non-exempt employee is valued'Click To Tweet

Though non-exempt employees are often hired in large groups, treating them like exempt employees is crucial to retaining talent. Noting that most employers don’t think twice about making a workplace culture appealing to exempt employees, Lloyd says the benefits of working anywhere must include the backbone of a company’s workforce, too.


Personify is an award-winning, international recruitment process outsourcing (RPO) organization that partners with companies to provide innovative, on-demand solutions for attracting, engaging, and retaining top talent. Personify’s Talent Relationship Management (TRM) solution combines targeted digital marketing campaigns with local, grassroots outreach efforts to help organizations more effectively engage with their desired talent populations and ultimately fill positions faster and more efficiently.

One significant use case of Personify’s TRM methodology is the driving of candidate traffic to in-person hiring fairs. These events allow companies to fulfill large-scale hiring initiatives quickly and effectively. To learn more about our methodology for high speed, high volume hiring, click here.

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