What are hourly employees?

Hourly employees are paid an hourly salary for the number of hours they work rather than a fixed salary. Hourly work is typically considered non-exempt. According to the Fair Labor Standards Act (FLSA) non-exempt employees must earn at least the federal or state minimum wage for every hour worked, and overtime pay for any amount of time exceeding 40 hours.

While common in retail, hospitality and healthcare, hourly employees can be found in many industries. In fact, at least 45% of jobs listed on Indeed ^[1] are paid hourly rates. 

 

What are hourly employees looking for?

Hourly employees often prioritize different factors compared to salaried workers during their job search. Indeed conducted three separate research studies with job seekers and employers to understand what details matter most in job descriptions.

According to the research^[2], one of the most important factors for hourly job seekers is shift and schedule details. Since their earnings directly depend on their working hours, job seekers often need clear information on:

• Type of job (full-time/part-time)
• Total weekly hours
• Time range of shift
• Days of the week
• Schedule flexibility

The study also indicates that participants placed less emphasis on:

• Cadence of additional shifts (availability of extra shifts are  outside of their regular schedule)
• Shift frequency
• Supplementary shifts available
• Employer operating hours
• Job length (permanent, temporary or seasonal)
• Length of shift
• Part of day the shift occurs (morning, afternoon, evening or night)

Job seekers also noted common challenges they encounter while reading job postings, some of which are red flags or deal breakers. According to the research, a mistake to avoid when hiring hourly employees is failing to outline job requirements clearly. When key details about the role are missing, candidates may feel uncertain about whether they are a good fit and choose not to apply.

In particular, six essential pieces of information are often unclear in job postings. The missing “Big Six” of information not clearly listed in job postings are:

1. Compensation: Job seekers consistently consider compensation the top deal breaker when deciding whether they are interested in a job. Job seekers benefit from knowing the salary in advance, as this allows them to apply to jobs that align with their salary requirements.
2. Job Type: Job seekers expect each job to have the type of employment (e.g., full-time, part-time) listed. This helps them determine if the job fits within their lifestyle.
3. Requirements: Job seekers use the listed requirements to assess whether they qualify for the position. This helps them avoid applying to jobs they’re unlikely to get.
4. Shift Information: Job seekers need to know the shift details to determine if the job fits their schedule. Without this information, they may not apply.
5. Location: Job seekers rule out positions if they’re not within a certain commute time. Knowing the location helps them make efficient decisions about applying.
6. Benefits: Certain job seekers, especially primary benefit providers for their families, consider benefits a crucial factor in their decision to apply.

Job seekers and employers often view shift-related details differently. Job seekers might look through hundreds of job postings and may struggle to interpret vague terms, such as “flexible schedule.” 

Employers, on the other hand, may define shift expectations based on operational needs rather than job seeker preferences. This can create a misalignment in expectations. To mitigate this, you might consider clearly outlining shift, hours and flexibility in your job description.

 

Hiring hourly employees: What to define in your job description

Understanding how to hire hourly employees starts with clarity. Candidates looking for hourly jobs often want to know upfront what they can expect in terms of compensation, location, requirements and benefits. Job seekers rely on this information to decide if a position is the right fit, and when it’s missing, they may choose not to apply at all.

Let’s look at that important information in more detail.

Type of job and total weekly hours

Clearly stating whether a role is part-time, full-time or contract-based can help job seekers assess if the job fits their needs. 

Full-time typically means the job:

• Is 40 hours per week
• Includes full benefits
• Offers over time
• May include bonuses, sick days or discounts (depending on the industry)

Part-time jobs often have: 

• 20-30hrs per week
• No benefits or benefits offered at higher premiums

Contract-based jobs might have:

• Hours that vary, such as >20 hrs
• No benefits

 

Defining “flexible schedule”

Some job seekers may be drawn to roles that offer flexibility, but what “flexibility” means can vary from one employer to another. To manage expectations and reduce the risk of misunderstandings, you might consider defining what a flexible schedule looks like for your position:

• Option A: Employees have input in creating their schedules or can adjust their shifts. (11% of job seekers from our research found this to be the most attractive option.)
• Option B: No set schedule. Shifts may change frequently, sometimes with little notice.
• Option C: Employees can choose from a selection of predetermined schedules.

With a clear definition in your job post, you may better manage expectations and attract applicants who are a fit for your scheduling structure.

 

Defining shift type

Shift availability may be a big factor for some hourly job seekers. In the job description, specify whether your role requires employees to work:

• Day or first shift
• Evening or second shift
• Night or third shift

Providing an hourly range for each shift can give job seekers a clearer idea of typical start and end times. Clearly stating shift expectations allows candidates to assess whether the role aligns with their availability. For industries that operate around the clock, such as healthcare, manufacturing, and warehousing, specifying the shift time is crucial. Below are examples of start and end times for respective shifts:

• Day or first shift (6:00 AM to 2:00 PM)
• Evening or second shift (2:00 PM to 10:00 PM)
• Night or third shift (10:00 PM to 6:00 AM)

A job post including all of this essential information might look like this:

Retail Sales Associate – Full-Time | Flexible Scheduling & Benefits

Position: Retail Sales Associate (full-time)

Hours: 40 hours per week

Benefits: Full benefits package, including health insurance, paid time off and employee discounts. Overtime opportunities available.

Schedule Flexibility: Employees can request preferred shifts and swap schedules when needed. Weekend availability required.

Shifts Available: Evening and weekend shifts, with set schedules provided two weeks in advance.

Evening shifts: Typically between 4:00 PM – 10:00 PM, though hours may vary.

Weekend shifts: Saturdays and Sundays, with potential shift times such as:

Morning: 6:00 AM – 2:00 PM

Afternoon/Evening: 2:00 PM – 10:00 PM

 

Where to find hourly employees 

When it comes to hourly hiring, you can find candidates through Indeed’s Smart Sourcing. With Smart Sourcing, you gain access to more than 295 million resumes on Indeed and can reach out to candidates directly.

To find hourly candidates with Smart Sourcing, you can adjust the filters and use keywords like “flexibility,” “temporary,” “shift” or “hourly.” This may help reduce your time to hire by giving you access to a pool of candidates who are more likely to fit your hourly criteria.

You can also attract hourly employees through your job posts. To post a job on Indeed that includes the criteria hourly job seekers often look for, consider these six steps:

 

1. Post a Job

Start by visiting Indeed’s hiring page and selecting “Post a Job.” If you’ve posted before, you can also access this feature through your Employer Dashboard.

 

2. Enter your job details

To attract hourly job seekers, consider prioritizing the top six criteria that job seekers look for. To do this, be sure to include the following in your job post:

• Job type
• Total weekly hours
• Shift information
• Degree of flexibility
• Compensation 
• Benefits

Providing this information upfront may reduce misaligned applications and improve the likelihood of connecting with hourly job seekers.

 

3. Add your job description

A well-structured job description can increase engagement and help job seekers quickly understand the role. Consider using job description templates and following these best practices:

• List required qualifications at the beginning
• Use bullet points for readability
• Write in clear, concise language

 

4. Include applicant qualifications

In addition to basic qualifications for the open role, consider using screener questions. Screener questions help employers filter candidates based on essential qualifications.

 

5. Choose to post for free or sponsor your job

Most jobs can be posted for free, but sponsoring a job increases its visibility and may help you hire faster. Sponsored Jobs on Indeed are more likely to result in a hire, especially if your organization is in a competitive industry or if you need to hire quickly.

 

6. Get feedback before posting

Before finalizing your job post, consider asking colleagues or hiring managers to review it. Feedback from employees who have worked in similar roles can check that the job listing aligns with job seeker and employer expectations to attract the right talent.

 

Bridge the gap to find hourly employees

Finding hourly employees begins with understanding what they prioritize in a job post. While employers focus on filling shifts to keep their business running, job seekers rely on clear scheduling details to determine if a role fits their availability. Because both sides have different perspectives, vague terms, like “flexible schedule,” can lead to misunderstandings. 

Providing clear, detailed job descriptions lets you bridge this gap and helps job seekers make informed decisions. Whether you’re focused on how to find part-time employees or fill full-time hourly roles, outlining key job details may improve your chances of attracting the right candidates.

 

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