For newcomers to the gig economy, getting started can seem daunting. You're hiring people with whom you have no prior history, relying instead on indicators like their ratings, reviews, and past experience. Inevitably, there may be instances of "No Call, No Show" or "No Show" scenarios. Over-hiring for gigs can help you get your job done and find the most suitable candidates for your needs. This approach helps build a roster and identifies dependable workers for future opportunities.
What does a "No Call, No Show" or "No Show" mean for me?
Flexibility is a hallmark of gig work that many workers appreciate. However, it also means their schedules are in constant flux. Traditional employer/employee setups often include policies addressing the repercussions of employees missing shifts without notice.
As gig workers are not your direct employees, enforcing such policies can be challenging. Numerous reasons, such as childcare issues, transportation difficulties, or better job offers, can lead a worker to skip a shift. Regardless of the cause, you'll find yourself short-staffed.
Why does over-hiring for gigs make sense?
No-shows are a reality of the gig economy, and the optimal way to ensure you have the team you need is to over-hire. Depending on your needs, Jobble often recommends companies over-hire by 30% to 40%.
Smaller jobs may not require substantial over-hiring if you maintain effective communication with your gig workers and trust them to show up. But for larger groups, over-hiring can be pivotal to maintaining optimal staffing levels. Life happens, and over-hiring helps cushion any unexpected absences. The significance of over-hiring is critical when there are many vacancies. This strategy accounts for those who might not attend the shift. Despite thorough communication and preparation, some may still not turn up or have unforeseen circumstances.
What ensues after over-hiring?
Often there are concerns about an oversized labor force showing up, but there are solutions for this. You could deploy additional workers to other departments or areas to meet emerging needs. Alternatively, you could set a cut-off point and turn away excess workers. It's reasonable that punctual workers would have precedence over late arrivals.
By paring down your workforce, you can concentrate more effectively on those who are present and ready to work. This process helps evaluate their fit within your organization and allows for building positive relationships. You might even consider retaining these workers for future gigs or permanent employment.
Over-hiring for gigs acts as a safety net against having fewer workers than required. By anticipating "no shows" and expanding your roster, you have more flexibility in achieving your work goals with the right number of workers. Post over-hiring, you get the opportunity to evaluate your workers better, retaining the top performers and replacing those who fail to show up or meet job expectations.
If you have any questions about over-hiring, please reach out to our Customer Success team at firstname.lastname@example.org.