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Best practices when rostering & scheduling giggers

What are some of the best practices that other employers have adopted when rostering & scheduling giggers?

  1. Always allocate shifts to a balance of regular and new giggers.
    We suggest maintaining a 1:3 ratio for new giggers and regular giggers. This strategy assists in developing a robust pool of flexible talent, allows you to identify many other high-performing experienced giggers, and provides valuable opportunities for those recently onboarded to FastGig.
  2. To maximize your chances of filling a vacancy, we suggest offering the shift to 3-4 more giggers than required. Since our pool includes students, caregivers, and homemakers, their availability depends on personal schedules; increasing your offer volume improves your fulfillment rate.
  3. Maintain a standby list by keeping at least 5 giggers in "KIV" status. These individuals serve as backups if a confirmed gigger cancels, allowing you to proactively fill gaps or let the system automatically notify them to take the job.
  4. Streamline your workflow - save more time and effort by enabling the auto-allocation and auto-recommendation tools, which reduce manual effort and save time.
  5. If you require specific traits or specialized skills, incorporate screening questions during job creation. By incorporating screening questions, the system can filter the gigger pool based on your precise criteria, automatically tagging any booking that fails the screening question(s) as “Incomplete”. This use of technology aims to significantly increase efficiency during scheduling. See the example below: