A How-To Guide To Hiring Part-Time Employees

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Summary. To hire part-time employees, make sure you understand your organizational needs and write a clear job description that is appealing to qualified candidates.

Many businesses hire part-time workers because they offer certain advantages over full-time employees. Any organization that staffs part-time employees knows that there are certain challenges to hiring them.

However, with the proper guidance, hiring part-time employees can be effective in meeting your organization’s needs.

Key Takeaways:

Assign a specific hiring manager who has the authority to coordinate hiring part-time employees.
Make sure to understand the legal regulations that come with hiring part-time employees.
Part-time employees are great for businesses that experience peak hours or days during the workweek.
Consider using an employee referral program to help find new part-time workers.

What Is a Part-Time Employee?

A part-time worker is an employee who works fewer than 35 hours a week, as defined by the Bureau of Labor Statistics. Note that this isn’t an official definition, merely a way that the Federal government tracks employee hours.

However, most businesses consider part-time work to be under 35 hours a week. This means that part-time employees work a reduced schedule, which results in unconventional hours.

Part-time workers are generally hourly and non-exempt, which means they get paid wages based on an hourly rate and are entitled to overtime.

How to Hire Part-Time Employees

To hire part-time workers, you will want to:

Define organizational needs. When you want to hire any employee, it is because you have certain needs that must be met. The job responsibilities of the employee will meet some or all of these needs. For part-time workers, these needs are usually very specific or infrequent, hence the lack of full-time employment.

For example, there are several organizational situations that would dictate a need for part-time employees:
- Peak hours or days that require extra help
- Assistance with administrative work
- Open for business less than 35 hours a week
- Do not want to pay for worker’s health insurance
- Want to hire students, the elderly, parents, or those with additional employment.
Understanding what your company needs to be fulfilled by its workers is the first step in determining if you should hire part-time or full-time employees.
Compare full-time and part-time advantages. Based on your needs, it may or may not make sense to hire part-time employees over full-time employees. There are advantages and disadvantages to both.

Part-time employees allow for greater flexibility but are usually less engaged, while full-time employees can be more reliable but cost more in terms of wages and benefits.

Comparing the benefits of part-time and full-time employees will ensure that you make an informed decision.
Comply with legal regulations. It’s easy to assume that part-time workers automatically do not receive benefits such as health insurance. This is not true. The Affordable Care Act requires most employers to offer health insurance to employees who work over 30 hours a week.

So any employee who works between 30 to 35 hours a week may be considered part-time and still requires health coverage. At the same time, there are other regulations, such as workers’ compensation, minimum wage, and sick time that vary based on the state of employment.

To ensure that you comply with legal regulations, it is recommended that you consult with qualified legal professionals to make sure your employment policies are compliant.
Choose a hiring manager. You will want to pick one person who is in charge of hiring your part-time employee. This makes coordination easier and keeps your hiring process consistent. You may use multiple people in the hiring process, but there should be one person who is given the authority to make final calls.

Usually, this hiring manager will be the direct supervisor of the part-time employee. That way, they can look for someone who fits their definition of an ideal employee.

The hiring manager’s responsibilities include managing the job description, the job postings, and evaluating candidates. They may also be in charge of writing the job description, arranging interviews, and networking with job candidates; however, these roles can also be delegated.
Write, and edit an accurate job description. A well-written job description is crucial to finding any exceptional candidate. Without an accurate description, you risk miscommunication with unqualified or misled applicants that ends up wasting time and money.

To find part-time employees, make sure your job description clearly states that the job is part-time. If you think there is potential for full-time, you may state that; however, do not set any expectations that you cannot fulfill. Additionally, clearly state the job responsibilities, required skills, and experience, and any additional information that you want your candidates to know.

If you are looking to get an edge on competitors, it can help to briefly describe your company, your values, and any perks that come with the job. Don’t forget to edit your job description, either. It helps to have multiple people review it to get feedback and different perspectives.
Post and network the opening. Once you have the job description ready, send it out to job posting sites and any other additional resources. If you have a company website or social media, you will want to post your job opening there. Once they are posted, monitor their success, and make changes if necessary.

Additionally, use your professional network to spread the word about the opening. This includes your employees, business partners, clients, and even friends and family. Many jobs are filled through networking.
Review and screen applications. Once you post a job, you will likely receive applications almost immediately. Unfortunately, most of these initial responses may be from unqualified candidates who are applying for any job they see. You will need to filter candidates based on the qualifications you desire.

If possible, use an applicant tracking system (ATS) to automate the process. Many job posting sites include this feature to help you focus on relevant applicants. As you receive appropriate applications, you then need to screen the candidates to figure out which ones are worth interviewing further.

Set up phone screens that last around 15 minutes to ask your candidates basic employment questions. These questions should help determine interpersonal skills and other traits that cannot be determined from a resume or cover letter.
Interview candidates. Now that you have determined your most qualified candidates, it is time to bring them in for an interview. If your job allows for remote work or is not client-facing, you may conduct a video interview.

However, many part-time jobs, especially in the service industry, require some contact with people. Therefore, an in-person interview is preferable to help you determine your interpersonal skills. This has the added benefit of seeing your candidate in action. You could set up a working interview or else gauge how they behave when they are at your business.

The interview is a good time to clarify expectations for the part-time position. Review the hours, schedule, and responsibilities of the job to make sure the employee understands.
Make an offer and onboard. With all this information, you should now be able to decide if you have a part-time employee. Make an offer, which you can do at the end of the interview, or you can contact them through phone or email.

Your offer should again clarify the terms and conditions of employment. Make sure your employee understands that the job is part-time, what the expected hours and schedule will be, and go over other professional expectations.

If they agree, then you can begin the onboarding process. This normally requires them to fill out any necessary paperwork, including tax and direct deposit information, an employee code of conduct, and any additional workplace policies.

Tips for Hiring Part-Time Workers

It can be a challenge to find the right part-time employee, but the following tips should help you make the process more effective:

Clearly, state expected hours and schedule. You do not want to give applicants or new employees the wrong impression. Part-time workers who expect more hours or a different schedule will get frustrated, which will impact productivity.
Promote flexibility. Sometimes part-time positions can seem undesirable due to social stigmas. This means many qualified candidates ignore their job postings. Grab their attention by highlighting the perk that comes with more time to schedule work around.
Assess the skills of candidates. Even if you are desperate for workers, it helps you, in the long run, to take the time to assess the skills of candidates. Make sure they meet the necessary requirements and that you can trust them to do their job.
Provide competitive and liveable wages. To stand out, you need to offer your part-time employees better wages than your competitors. Many job candidates also expect to be paid a livable wage, which means you will have to offer more than Federal or most states’ minimum wages.
Create an employee referral program. If you want more employees like your current part-time staff, then take advantage of their professional and social networks. Offer rewards, such as bonuses or gift cards, to incentivize your employees to look around for potential candidates.

The Pros and Cons of Part-Time Workers

Hiring part-time employees are very common for certain industries because of the benefits it provides. For the same reason, other industries generally avoid part-time employees because of their disadvantages.

Pros of Hiring Part-Time Workers:

Don’t have to cover health insurance. Many part-time employees work under 30 hours a week which means their employers do not have to pay for their health insurance.
Flexible scheduling. Due to the nature of part-time employment, employers have more flexibility when they decide who to schedule and when.
Great for service industries. Service industries experience peak hours, days, and seasons when they need more employees. Part-time employment offers service industries the ability to staff accordingly.

Cons of Hiring Part-Time Workers:

Less engaged workers. Part-time workers generally have less loyalty and engagement to their employers because it is not as stable or fulfilling.
Inconsistent lengths of employment. Part-time employees may only want the job for several weeks or months, so, unlike a full-time staff, you are at more of a risk for dramatic turnover.
Requires more coordination and oversight. Since part-time employees are less engaged, and since the schedule is more flexible, managers have to be more on top of coordinating and overseeing that their businesses are properly staffed.

Part-Time Worker FAQ

How many hours is part-time?

Any employee who works fewer than 35 hours a week is considered part-time. This is how the Bureau of Labor Statistics categorizes. However, this is not an official regulation. Some companies consider employees who work under 40 hours a week part-time, while others consider anything under 30.
How do you attract part-time workers?

To attract part-time employees, you will want to:
- Post on appropriate job sites
- Offer competitive, liveable wages
- Offer benefits and perks
- Highlight the flexible schedule
- Be as flexible as possible
These factors can help you stand out among your competitors, as well as pull in qualified candidates who might otherwise ignore part-time opportunities.
Is 20 hours a lot for part-time?

20 hours is considered average for part-time.

Many organizations tend to schedule 20 hours a week for their part-time employees because it covers the busiest half of an average work week. 20 hours is also common because it is even for employees to split their shifts with a second part-time job.
Why do employers hire part-time employees?

Employers hire part-time employees because of the low overhead costs and flexibility. Part-time employees who work under 30 hours a week do not need to be provided health insurance by their employer.

Additionally, other benefits such as retirement and PTO do not have to be offered. The part-time schedule can be more flexible and allows employers to staff their companies during peak busy times.
What is the disadvantage of hiring part-time employees?

Part-time employees are likely to be less engaged and harder to retain. Part-time work is usually not glamorous or fulfilling for employees, so it is hard to keep them completely loyal to their employers. That is why offering benefits and perks is a good way to staff your company with motivated part-time employees.
Can part-time employees be salaried?

Yes, part-time employees can be salaried. However, it is relatively uncommon. Most part-time employees are hourly and non-exempt, which means their employers would be required to pay them overtime if they worked more than 40 hours in a week.

References

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Author

Conor McMahon

Conor McMahon is a writer for Zippia, with previous experience in the nonprofit, customer service, and technical support industries. He has a degree in Music Industry from Northeastern University and in his free time he plays guitar with his friends. Conor enjoys creative writing between his work doing professional content creation and technical documentation.