The Complete Glossary of Recruitment Terms for Hourly Hiring
Hiring hourly workers in the UK means navigating a mix of HR jargon, legal terminology, and recruitment shorthand — and getting it wrong can slow down your hiring or create compliance headaches. With UK services employment growing by 5% in 2024 and hospitality marking its third consecutive year of growth, according to Deputy's Big Shift Report 2025, the demand for hourly talent has never been higher.
This glossary covers more than 100 recruitment terms organised by theme — from candidates and sourcing to UK-specific employment law — so you can find what you need fast. Whether you're writing job adverts, briefing a recruitment agency, or onboarding new HR team members, you'll have the language you need to hire with confidence.
Key takeaways
This glossary covers 100+
recruitment terms
organised by theme — from candidates and sourcing to UK-specific employment law — so you can find what you need fast.
Terms are written for anyone hiring hourly workers in the UK, including managers, business owners, and HR teams in retail, hospitality, healthcare, and logistics.
Each section highlights terms especially relevant to shift-based and
hourly hiring
, with UK-specific legal terms you won't find in most generic glossaries.
Use this as a reference tool when writing job adverts, briefing recruitment agencies, or onboarding new HR team members.
Candidates, applicants, and talent pipeline
Understanding candidate terminology helps you communicate clearly when filling hourly roles quickly. Whether you're discussing your applicant pool with a hiring manager or building a talent pipeline for seasonal surges, these terms keep everyone on the same page.
Active job searching: An active job search involves an individual preparing a CV, searching for openings at companies, and sending in applications. If the candidate succeeds at this stage and gets an interview, they prepare and attend.
Applicant: An applicant is an individual who applies for a job by sending in their CV or by other means.
Applicant files: Applicant files include all the documents that an applicant submits when they apply for a job — for example, a CV, personal statement, and list of references.
Applicant flow data: Applicant flow data is demographic information about applicants — such as gender, race, and religion — that shouldn't influence hiring decisions. Under the Equality Act 2010, this data helps companies monitor diversity and inclusiveness without using it to discriminate.
Applicant pool: The total number of applicants who applied for a particular job position.
Boomerang employee: A former employee who leaves a company and later returns. In hourly hiring, boomerang employees can be valuable because they already know your processes and culture.
Candidate: A candidate is a person being considered for a particular job position.
Candidate experience: The candidate experience is the perception candidates have of their overall experience throughout the recruiting process — from application to offer or rejection.
Candidate portal: An online location provided by the company where applicants can submit CVs, personal statements, and other information to apply for specific positions or future roles.
Candidate-centric recruiting: A recruitment approach that puts the candidate first, focusing on their wants and needs rather than just the employer's. The aim is to build a good relationship with candidates, not simply fill positions.
Job hopper: An individual with a long list of previous jobs, none lasting for a significant period. In hourly hiring, frequent job changes are more common and don't always signal a problem.
Job seeker: An individual who is looking for a job.
Passive candidate: A candidate who isn't actively looking for a new job but is still considered for a position. Passive candidates are usually already employed.
Passive job search: Browsing job search engines for potential opportunities without actively applying — common among people who are already employed but open to the right offer.
Talent pipeline: A pool of candidates who've been pre-qualified and are ready to fill future vacancies. Unlike a talent pool, a pipeline implies candidates have been nurtured and are actively engaged.
Talent pool: A database of potential candidates — including past applicants, referrals, and sourced contacts — who may be suitable for future roles.
Active candidate vs passive candidate
An active candidate is someone actively searching for a new job — updating their CV, applying to roles, and attending interviews. A passive candidate is currently employed and not actively looking but may be open to the right opportunity. In hourly hiring, many strong candidates are passive — they're already working shifts elsewhere but might switch for better pay, flexibility, or location.
Talent pool vs talent pipeline
A talent pool is a broad database of potential candidates you've collected over time — past applicants, referrals, and people who've expressed interest. A talent pipeline is more focused: it's a group of pre-qualified candidates you're actively nurturing for specific future roles. For high-volume hourly hiring, building a pipeline means you can fill shifts faster when demand spikes.
Sourcing and attracting talent
Attracting hourly candidates requires different strategies than salaried recruitment — speed and accessibility matter more. Candidates often apply on their phones, expect quick responses, and weigh practical factors like commute time and shift flexibility.
Careers page: A dedicated section of your company website where job seekers can learn about your culture, benefits, and open positions. For hourly hiring, a mobile-friendly careers page is essential.
Employee referral programme: A programme that allows companies to find new candidates through recommendations from existing employees, often with a bonus for successful hires.
Facebook recruiting: A method of recruitment using Facebook to attract and engage candidates — particularly effective for local hourly roles where candidates are active on social media.
Inbound recruiting: Making your company attractive to potential candidates by creating content and using social media marketing to highlight your competitive advantages as an employer.
Job advertisement: An advertisement a company posts to make a job vacancy known to potential candidates.
Job board: An online service where individuals can search for jobs and employers can post advertisements to fill positions.
Job search engine: A site that aggregates job vacancies from job boards and employers, allowing job seekers to browse and apply in one place.
Mobile recruiting: A recruitment method focused on engaging candidates through mobile devices — critical for hourly hiring where most applicants apply via smartphone.
Recruitment marketing: Marketing activities designed to increase your company's reputation as a place to work and make it more attractive to potential candidates.
Social recruiting: Using social media platforms to attract potential candidates and convert them into applicants.
Sourcing: The process of searching for and identifying individuals who meet the required standards for a position.
Sponsored job posting: Paying a premium to ensure your job advertisement appears at the top of a job board or search engine results.
Employer branding vs employer value proposition (EVP)
Employer branding is your company's reputation as a place to work — the image candidates have of you before they even apply. Your employer value proposition (EVP) is the specific set of benefits and rewards you offer employees in exchange for their skills and experience. For hourly hiring, a strong EVP might emphasise flexible scheduling, same-day pay, or career progression opportunities. According to Deputy's research on employee retention, 46% of UK shift workers say being valued and recognised would create a more positive work environment — a key insight for shaping your EVP.
Screening and selection
Screening processes for hourly roles tend to be faster than for salaried positions, focusing more on right-to-work verification, availability, and basic skills than extensive multi-stage assessments.
Ability test: A test used by companies to assess whether a potential employee has the logic, reasoning, or other skills required for the job.
Aptitude testing: Testing that assesses an applicant's ability to perform specific tasks and how they respond to different situations.
Background check: An investigation into a candidate's history, which may include criminal record checks and social media screening.
Background screening/Pre-employment screening: A combination of background checks and reference checks conducted before hiring.
Ban the box: A movement to remove questions about criminal history from initial job applications. In the UK, the Rehabilitation of Offenders Act 1974 allows many convictions to become "spent" after a period, meaning applicants don't have to disclose them for most roles.
Boolean search in recruitment: An advanced search method using words like "not," "or," and "and" to filter candidates. Employers use Boolean searches to quickly identify CVs that match specific criteria.
Career assessment test: A test individuals take to discover what careers they might enjoy or succeed in, based on their abilities, likes, and dislikes.
Cognitive ability testing: Testing that focuses on intellectual abilities — including aptitude, performance, and timed assessments — that may affect job performance.
CV parsing: The process of converting information from candidates' CVs into a structured format that software can store and analyse.
Knock-out question: A question asked early in the hiring process to eliminate candidates who lack essential qualifications, availability, or willingness to perform required duties.
Personality tests/psychometric testing: Assessments used to evaluate a candidate's personality traits, helping employers understand whether someone's working style fits the role.
Phone screen: A short phone interview conducted early in the hiring process to assess whether a candidate could be suitable before inviting them for a full interview.
Reference check: The stage where an employer contacts a candidate's references to learn more about their performance and reputation in previous roles.
Screening matrix: A tool that allows objective comparisons between candidates based on qualifications and other factors.
Social media background screening: Reviewing a candidate's social media profiles to identify potential concerns or qualities relevant to the position.
Background checks and DBS checks in the UK
In the UK, background checks for employment often involve the Disclosure and Barring Service (DBS). There are three levels of DBS check:
Basic DBS check:
Shows unspent convictions only. Any employer can request this, and individuals can apply for their own.
Standard DBS check:
Shows spent and unspent convictions, cautions, reprimands, and warnings. Required for certain roles like security guards.
Enhanced DBS check:
Includes everything in a standard check plus any relevant information held by local police. Required for roles working with children or vulnerable adults.
For most hourly roles in retail or hospitality, a basic DBS check is sufficient. Healthcare and childcare roles typically require enhanced checks.
Interviews and assessments
On-the-spot and open interviews are especially common in hourly hiring — think walk-in applications at retail stores or hospitality venues. Understanding the different interview formats helps you choose the right approach for your roles.
Assessment centre: An extensive interview process that may involve aptitude and ability testing, plus exercises related to the job. More common for graduate or management roles than hourly positions.
Behavioural-based interview: An interview focusing on how you've responded to situations in the past, helping employers predict how you'll handle similar situations in the future.
Employee assessments: Evaluations that measure employee or candidate performance and help identify ways to improve engagement and productivity.
Group interview: An interview where multiple candidates are present and interviewed at the same time — useful for assessing teamwork and communication skills.
Mock interview: A practice interview where someone pretends to interview a candidate so they can rehearse answering questions.
Observation interview: An interview conducted while existing employees perform their day-to-day tasks, used to assess effectiveness and productivity.
On-the-spot interview: An interview that happens immediately when an applicant applies in person — common in retail and hospitality.
Open job interview: An interview format open to all interested applicants, where anyone can turn up and be interviewed during a set time window.
Panel interview: An interview conducted by two or more interviewers at the same time.
Questionnaire: A list of questions an interviewer uses during an interview, or (less commonly) a written set of questions given to candidates to complete.
Structured vs unstructured interviews
A structured interview uses a predetermined set of questions asked in the same order to every candidate, with responses scored against consistent criteria. An unstructured interview is more conversational, with questions varying based on the flow of discussion. Structured interviews improve consistency and reduce bias — particularly important in hourly hiring where managers may interview dozens of candidates and need a fair way to compare them.
Hiring, onboarding, and placement
Onboarding for hourly workers should be fast and mobile-friendly. The quicker you can move someone from offer to first shift, the less likely they are to accept another role elsewhere.
Appointing officer: An employee within a company responsible for selecting a candidate to fill a vacant position.
Direct hire: When a company offers a position directly to a specific candidate without using an agency.
Direct placement: A process that directly connects a potential employee with an employer, often through a recruitment agency.
Full life cycle recruiting: A term describing the entire recruitment process — from preparation and attracting applicants through to screening, selection, hiring, and onboarding.
Hiring manager: The person responsible for the hiring process for a specific position, typically the manager of the team or department where the role sits.
Hiring period: The time between when a job is first offered to a candidate and when they're fully settled into the role.
Hiring process: The entire process of filling a vacant position — from identifying the need, posting an advertisement, screening and interviewing candidates, making an offer, and onboarding the new hire.
Job offer letter: A letter informing a candidate they've been successful and offering them the position.
Job requisition: A form the hiring manager completes to request a new hire, explaining why the role is needed, the job title, and the budget.
Offboarding: The process of managing an employee's departure from the company — including exit interviews, returning equipment, and transferring knowledge.
Onboarding: The process of integrating new employees into the work environment, ensuring they understand their duties and feel comfortable in their role.
Outbound hiring: When hiring managers actively search for candidates (often from a talent pool) and contact them directly, rather than waiting for applications.
Placement: The process of positioning the selected candidate into their role, explaining their duties and responsibilities.
Onboarding vs orientation
Orientation is typically a one-time event — a brief introduction to the company, a tour of the workplace, and an overview of policies. Onboarding is a longer process that helps new hires become productive and engaged over their first weeks or months. In hourly hiring, orientation often gets confused with onboarding, but investing in proper onboarding pays off: according to Deputy's research, 89% of UK shift workers want their employer to offer personal or professional development opportunities.
Right to Work checks
In the UK, employers must verify that every employee has the legal right to work before they start. A Right to Work check involves reviewing original documents (like a passport or visa) and keeping copies. According to the Employer's guide to right to work checks, employers who do not carry out the prescribed checks can face civil penalties of up to £60,000 per illegal worker. For hourly hiring — especially in hospitality and retail — completing Right to Work checks quickly and accurately is essential. Tools like Deputy HR can help you manage document collection and compliance workflows digitally.
Compensation, pay, and benefits
Pay and benefits are critical factors for hourly workers deciding where to work. Understanding these terms helps you create competitive offers and stay compliant with UK employment law.
Base wage rate: The minimum fixed wage an employee is entitled to receive from their employer, before any overtime or bonuses.
Benefits (benefits package): Perks beyond salary that come with a position. In the UK, statutory benefits include pension auto-enrolment, annual leave, and statutory sick pay. Discretionary benefits might include staff discounts, free meals, or enhanced parental leave.
Compensation: What an employee receives in exchange for their work — another way of saying salary or wages.
Counter offer: An alternative offer made when a previous offer is rejected — for example, offering higher pay when a candidate declines your initial offer.
Defined benefit plan: A pension plan where the pension amount is calculated using a fixed formula based on length of service, age, and earnings history.
DOE (Depends on Experience): A stipulation attached to job advertisements instead of a fixed salary, meaning the pay offered depends on the candidate's experience level.
Geographical differential: Differences in salaries for the same job based on location and cost of living — for example, paying more for roles in London than in other regions.
Holiday pay: Pay employees receive during their annual leave. For irregular-hours workers in the UK, holiday pay should be based on a 52-week average of earnings.
Incentive pay: Additional pay given as a reward for achieving specific targets, such as sales commissions or performance bonuses.
Labour cost: The total cost of a company's workforce, including wages, benefits, and employer National Insurance contributions.
Labour turnover: The percentage of a company's workforce that leaves during a given period — a critical metric in hourly hiring where turnover tends to be higher.
Mean wage: The average wage paid to employees in a specific position.
Median wage: The middle point between the highest and lowest wages paid for the same position.
Minimum wage: The lowest wage an employer can legally pay. In the UK, this is set by the government and varies by age.
Negotiation: Bargaining between employer and candidate to reach agreement on salary, benefits, or other terms.
On-target earnings (OTE): An employee's base wage plus any bonus or commission they'd earn if they hit their targets.
Pay transparency: The practice of openly sharing salary information — either internally or in job adverts. Increasingly expected by candidates and required in some jurisdictions.
Pension auto-enrolment: The UK requirement for employers to automatically enrol eligible workers into a workplace pension scheme and make contributions.
Statutory sick pay (SSP): The minimum amount employers must pay employees who are off work sick, currently £116.75 per week for up to 28 weeks.
National Minimum Wage vs National Living Wage
The UK has two statutory minimum pay rates. The National Minimum Wage (NMW) applies to workers under 21, while the National Living Wage (NLW) applies to workers aged 21 and over. Rates are reviewed annually. As of April 2024, the rates are:
Check the latest rates on gov.uk. For context, healthcare hourly wages in the UK rose from £9.30 to £12.40 over two years — a 33% increase — yet 66% of healthcare workers still say their current job doesn't provide enough financial stability, according to Deputy's Big Shift Report 2025.
Employment types and work arrangements
Many of these terms describe the exact employment arrangements hourly workers operate under. Understanding the differences helps you hire compliantly and set clear expectations with candidates.
Agency worker: Someone employed by a recruitment agency and assigned to work for a client company. Agency workers have specific rights under the Agency Workers Regulations 2010.
Casual worker: Someone who works irregularly with no guaranteed hours and no obligation to accept work when offered.
Contingent staff: Employees who work for a company temporarily — including freelancers, agency workers, and fixed-term contractors.
Fixed term employment: Temporary employment with either a set end date or a specific task that signals the end of the contract.
Flexible work arrangements: Arrangements that allow employees to vary their working hours, days, or location. In the UK, employees can request flexible working from their first day in a job.
Full time equivalent (FTE): A unit representing the workload of a full-time employee, used to compare part-time and full-time staff.
Gig economy worker: Someone who works short-term, task-based jobs — often through apps or platforms — rather than traditional employment.
Independent contractor: An individual or business that provides services under a contract, rather than as an employee.
Individual employment agreement: A contract between employer and employee setting out the terms of employment, including pay and responsibilities.
Insourcing: Filling a position using existing employees rather than hiring externally.
Outsourcing: Hiring an external individual or company to perform tasks that aren't core to the company's continuous function.
Part-time worker: Someone who works fewer hours than a full-time employee. Part-time workers have the same employment rights as full-time workers, pro-rated where appropriate.
Staffing: The process of attracting, selecting, hiring, and maintaining relationships with employees.
Zero-hours contract: A contract where the employer isn't obliged to provide any minimum working hours, and the worker isn't obliged to accept any work offered. Common in hospitality and retail — covering 1.17 million UK workers according to the Work Foundation — but workers on zero-hours contracts still have employment rights including holiday pay and protection from discrimination.
According to Deputy's research, one-fifth of UK shift workers have more than one job, and 45% value the ability to fit in other commitments. Flexible arrangements aren't just a perk — they're often essential for attracting hourly talent.
HR systems and recruitment technology
Technology plays a growing role in hourly hiring, from tracking applicants to managing rotas and time. Understanding these systems helps you choose the right tools for your business.
AI recruiting/AI-powered hiring: Using artificial intelligence to automate parts of the recruitment process — such as screening CVs, scheduling interviews, or matching candidates to roles.
Applicant tracking system (ATS): Software that helps companies manage the recruiting process. An applicant tracking system can filter candidates based on criteria, track applications, and streamline communication.
Candidate relationship management (CRM): Software for managing relationships with potential candidates over time — nurturing talent pools and keeping candidates engaged before roles open.
HR analytics and data-driven recruiting: Using data from HR technology to make better decisions throughout the hiring process.
HR software: Software that helps manage and automate HR tasks, from recruitment to payroll to performance management.
Human capital management (HCM): Managing a company's human assets — employees and their combined knowledge, skills, and experience — often through integrated software platforms.
Human Resource Information System (HRIS): An HR system focused on managing workforce data, including employee records, payroll, and benefits administration.
Human resource outsourcing: Transferring HR responsibilities to an external provider who handles tasks like payroll, benefits administration, or recruitment.
Recruitment Process Outsourcing (RPO): Outsourcing all or part of your recruitment process to a specialist provider.
ATS vs CRM in recruitment
An applicant tracking system (ATS) manages active job applications — tracking candidates through your hiring pipeline from application to offer. A candidate relationship management (CRM) system manages relationships with potential candidates who aren't yet applying — building talent pools and nurturing interest over time. For high-volume hourly hiring, using both together means you can fill immediate vacancies quickly while building a pipeline for future needs.
Workforce management (WFM)
Workforce management covers the processes and tools used to optimise employee productivity and ensure the right people are in the right place at the right time. For hourly and shift-based work, WFM typically includes:
Rota planning:
Creating and managing employee work schedules
Tracking when employees clock in and out
Demand forecasting:
Predicting how many staff you'll need based on historical data and expected demand
Shift swapping:
Allowing employees to trade shifts with each other
Open shifts:
Unfilled shifts that employees can claim
Platforms like Deputy bring these capabilities together, helping businesses manage hourly teams more efficiently.
Recruitment strategy and metrics
Metrics matter even more in hourly hiring, where speed-to-fill directly affects operations. If you can't staff your shifts, you can't serve your customers.
Analytical thinking: Using logical reasoning and deduction to solve problems or understand information.
Balanced scorecard: A report tracking the tasks and responsibilities each employee is responsible for and executes.
Behavioural competency: Having the necessary abilities in areas like teamwork, technical knowledge, and people skills to be a viable candidate.
Career planning: Planning ahead for a career, including setting objectives and enrolling in programmes to achieve career goals.
Core competencies: Core qualities (rather than qualifications) that affect suitability for a position — such as decision making, problem solving, and communication skills.
Cost-per-hire: The average amount a company spends to acquire a new employee. Oxford Economics estimated that replacing an employee earning £25,000 or more across five UK sectors carried an average financial impact of £30,614.
E-learning: Learning or furthering education online, including completing courses and gaining qualifications.
Factor comparison: A job evaluation method that ranks jobs based on skill, effort required, responsibilities, and working conditions.
Full text search: A search that considers all words entered, used when searching databases or documents.
Functional CV: A CV that focuses on abilities, skills, and qualifications rather than chronological job history.
Functional job analysis: Analysis that gathers information about a job — including data, reasoning, and language requirements — to produce a job description.
Job analysis: Collecting data about the activities, responsibilities, and qualifications required for a particular job.
Job classification: Classifying jobs based on responsibilities, duties, and level of authority.
Job description: A written description of the responsibilities and activities associated with a job.
Job evaluation: Assessing a job's worth relative to its difficulty and importance to determine appropriate pay.
Job requirements: The qualifications, skills, or knowledge a candidate needs to be suitable for a job.
Key Performance Indicators (KPIs): Measurable factors used to rate performance within a particular area of a company.
KSA: An HR acronym for Knowledge, Skills, and Abilities.
Labour market: The market where employers find employees and job seekers find jobs.
Offer acceptance rate: The percentage of job offers that candidates accept — a key metric for understanding whether your offers are competitive.
Pipelining: Building a pool of qualified candidates for positions that are currently filled but may open in future.
Quality of hire: A metric measuring how well new hires perform and how long they stay — indicating whether your recruitment process is selecting the right people.
Recruiting metrics: Measurements that allow companies to analyse recruitment performance and improve hiring results.
Recruitment plan: The overall strategy a company uses to hire new employees.
Skill set: All of an individual's skills, abilities, qualifications, and work experience.
Skills gap: The gap between the skills required for a position and the skills a candidate actually has.
Time-to-hire: The number of days between when a candidate applies (or is sourced) and when they accept an offer. In hourly hiring, shorter time-to-hire means fewer lost candidates to competitors.
The 5 C's, 4 P's, and 4 R's of recruitment
Several frameworks help structure your recruitment strategy:
The 5 C's of recruitment:
Clarity — being clear about what you need
Culture — hiring for cultural fit
Competence — assessing skills and abilities
Communication — keeping candidates informed
Consistency — applying the same standards to every candidate
The 4 P's of recruitment:
People — the candidates and hiring team
Passion — enthusiasm for the role and company
Purpose — alignment with company mission
Products — what you're offering candidates
The 4 R's of recruitment:
Recruiting — attracting candidates
Retaining — keeping good employees
Retraining — developing existing staff
Rewarding — recognising performance
Skills-based hiring
Skills-based hiring focuses on what candidates can do rather than their formal qualifications or job titles — an approach 83% of UK employers now prioritise according to CIPD research. This is particularly relevant for hourly work, where practical capability often matters more than degrees or certifications. By assessing skills directly — through work samples, practical tests, or structured interviews — you can identify strong candidates who might be overlooked by traditional CV screening.
UK employment and compliance terms
Understanding UK employment law is essential when hiring hourly workers. These terms cover the legal framework you'll need to navigate — though you should always check the latest guidance on gov.uk or consult ACAS for specific situations.
ACAS (Advisory, Conciliation and Arbitration Service): A public body that provides free advice on workplace relations and employment law, and helps resolve disputes between employers and employees.
Disclosure and Barring Service (DBS): The government body that processes criminal record checks for employers. See the section on DBS checks above for details on different check levels.
Employment Rights Act 1996: The primary legislation governing employment rights in the UK, covering areas like unfair dismissal, redundancy, and the right to a written statement of employment terms — now amended by the Employment Rights Act 2025.
Equality Act 2010: The law that protects people from discrimination in the workplace based on protected characteristics including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Probationary period: An initial period of employment (typically three to six months) during which the employer assesses whether the new hire is suitable for the role. Employees still have employment rights during probation.
Protected characteristics: The nine characteristics protected from discrimination under the Equality Act 2010 — age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Redundancy: When an employer needs to reduce their workforce because a job no longer exists — for example, due to business closure or reduced demand. Employees with two or more years' service are entitled to statutory redundancy pay.
Rehabilitation of Offenders Act 1974: Legislation that allows certain criminal convictions to become "spent" after a rehabilitation period, meaning they don't need to be disclosed for most job applications.
Statutory leave: The minimum paid leave UK employees are entitled to by law. Most UK employees are entitled to 5.6 weeks of paid annual leave, which can include bank holidays. For more detail, see Deputy's UK leave management guide.
TUPE (Transfer of Undertakings Protection of Employment): Regulations that protect employees' terms and conditions when a business or service is transferred to a new employer.
Working Time Regulations 1998: Regulations that set limits on working hours (48 hours per week on average), require rest breaks, and establish minimum annual leave entitlements.
How Deputy helps you put these recruitment terms into practice
Now that you know what these terms mean, you need tools that put them into practice. Deputy brings hiring, onboarding, rota planning, and time tracking together in one platform — so you can move candidates from application to first shift faster.
Hiring and onboarding:
Collect documents, send contracts, and support compliance workflows digitally with Deputy HR.
Rota management:
Build rotas in minutes, fill open shifts, and let staff
easily.
Time and attendance:
Track clock-ins and clock-outs accurately, with break tracking tools.
Forecast demand, control labour costs, and keep your team connected.
"On Deputy you can cap people's work to 40 hours a week and make sure everybody gets at least some sort of a break during the week. But with the previous process it was all manual [and] time consuming," says Wasib Awan, box office manager at Winter Wonderland Hyde Park.
Deputy is the highest-rated workforce management platform on G2. Start a free trial to see how it can help your hourly hiring.
Frequently asked questions
What is hourly recruiting, and how does it differ from salaried hiring?
Hourly recruiting is high-volume hiring for roles paid by the hour — like retail staff, delivery drivers, and restaurant servers — where speed-to-fill, availability matching, and candidate accessibility matter more than lengthy screening processes. Unlike salaried hiring, which often involves multiple interview rounds and extended notice periods, hourly recruiting typically moves faster, with candidates often starting within days of applying.
What are the 5 C's of recruitment?
The 5 C's are Clarity, Culture, Competence, Communication, and Consistency — a framework for building an effective recruitment process. Clarity means being specific about what you need; Culture means hiring people who fit your workplace; Competence means assessing skills properly; Communication means keeping candidates informed; and Consistency means treating every candidate fairly. Deputy supports consistent hiring across locations by standardising your onboarding and compliance workflows.
How can Deputy help streamline the hourly hiring process?
Deputy brings hiring, onboarding, rota management, and time tracking together in one platform so you can move candidates from application to first shift faster. With Deputy HR, you can collect documents digitally, complete Right to Work checks, and get new hires ready to work without paperwork delays.
What UK-specific recruitment terms should I know when hiring hourly workers?
Key UK terms include Right to Work check (verifying someone can legally work in the UK), DBS check (criminal record screening), zero-hours contract (no guaranteed hours), National Minimum Wage and National Living Wage (statutory pay rates), and statutory leave entitlements (5.6 weeks annually). These all affect how you hire and manage hourly staff — see the UK employment and compliance terms section above for full definitions.
What's the difference between an ATS and a workforce management platform like Deputy?
An applicant tracking system (ATS) handles recruitment and candidate tracking — managing applications, scheduling interviews, and tracking hiring progress. A workforce management platform like Deputy covers what happens after hire — rota planning, time tracking, compliance support, and team communication. Many businesses use both: an ATS to hire, and Deputy to manage their hourly workforce once they're on board.
How does Deputy support onboarding for hourly and shift-based workers?
Deputy HR lets you onboard new hires digitally — collecting documents, sending contracts, and supporting compliance workflows in-app — so they're ready for their first shift without paperwork delays. You can set up onboarding checklists, track completion, and ensure every new starter has completed their Right to Work check before they start.
