Starting to engage with the gig economy can be intimidating. You’ll have to consider hiring workers you have no history with. Your decisions will be based on a gig worker’s reputation (stars, reviews, experience, etc). With a brand new pool of applicants, it’s inevitable that you’ll experience a “No Call, No Show” or a “No Show” during your job. Over-hiring for gigs ensures that you’re getting the job done while also determining the best fits for your hiring needs. This strategy can help you fill your roster while identifying a pool of reliable workers you can contact for future opportunities.
Gig workers often praise the flexibility of independent work. Unfortunately, this can also mean that their schedules are constantly changing and evolving. Companies with employer/employee relationships can build “No Call, No Show” policies into their employee handbooks. These policies would detail consequences associated with an employee missing a shift and failing to notify their employer.
Because gig workers aren’t hired as company employees, it can be harder for you to enforce consequences if a shift or job is skipped. For example, difficulties with child care or transportation can cause a worker to “No Show” a shift. A better job opportunity or pay rate could pull a gig worker away from your position. There are a variety of reasons that a gig worker could be absent from their shift. No matter the reason, the result will still be that you are missing workers you were relying on.
“When it comes to the gig economy, no-shows are something that have to be taken into account,” said Sara Avellar, Customer Success Manager at Jobble. “They are, unfortunately, part of the equation. The best way to make sure you have the team that you need is to over-hire.“
Depending on the amount of gig workers needed, Jobble often advises companies to over-hire by 30% to 40%.
Small jobs with only a handful of workers may not need to over-hire by a large amount. If you’re able to communicate effectively with the workers you hire, you may feel confident that they will attend their shifts.
However, with larger groups, over-hiring can often be the difference between having a full shift or operating under your necessary numbers. Ideally, you would be able to hire and confirm each worker. But sometimes, life gets in the way. Over-hiring can help mitigate those pain points.
Drew Vollen, Community Success Representative at Jobble, said: “The importance of over-hiring can’t be overstated, especially when you have a lot of open positions. The main reason is to account for people who aren’t going to show up to the shift. In my experience, no matter how much you communicate with and prepare people for a job, there is still a chance that they choose not to go or have something come up on that day.”
“There is often a concern about having too large of a labor pool show up. You have a few options if this happens,” Avellar explained. “You can always utilize as many workers as you need. Sometimes, new needs arise and you could use the extra workers in another department or area. The other option is to turn away additional workers after a cut off point. It is understandable that workers who arrived on time would get precedent over those who arrive late.”
By slimming down your worker pool, you can focus your attention better on those who did show up ready to work. You can begin assessing how well they work within your company as you build a positive relationship with them. You might even consider bringing these workers back for future gigs or longer-term employment.
Over-hiring for gigs is your safe-guard against having a smaller-than-desired amount of workers show up to your job site. Anticipate “no shows” by adding to your roster. Doing this will give you more wiggle room to get the job done with the right amount of workers. After you over-hire, you will be able to take the time to better assess your workers. By doing this, you can keep the best ones and replace the individuals who don’t show up or aren’t meeting the job’s expectations.