The HR tech solution that ensures US-based Events & Stadiums employers are prepared for peak periods

In recent years, Events & Stadiums venues have enjoyed healthy ticket sales and crowd attendances — and the numbers are certainly reflective. Sports events, for example, attracted 292M attendees across the nation in 2024. And by 2032, the US live events market is projected to be worth USD651.53 billion.  

With these figures, venues are able to reap the rewards of bountiful ticket sales, satisfied sponsors, and inspired performers. But for the players behind the scenes, coordinating workforces for event day is a mammoth task — especially without the help of modern HR technology.

The hiring headache for Events & Stadiums venues and managers 

The events industry is highly dependent on consumer behavior. Factors such as trends in consumer spending, holiday and sporting seasons, and visits from major performers can cause venue ticket sales to fluctuate dramatically. As a result, managers may face difficulty in pulling together accurate labor forecasts for upcoming events; at best, they may have to scramble to adjust their workforce numbers at short notice.  

This means that hiring is rarely a set-and-forget process for these managers. They are constantly changing the size and composition of their workforce to match demand — and a popular way of doing so is through third-party labor hire agencies. Generally, agencies provide temp workers in areas such as concession, security, janitorial, and retail departments — those which form the bulk of the workforce. While this removes the need for in-house hiring, it also comes with several drawbacks. 

Firstly, third-party agencies are costly to work with — typically, they charge between 20% and 30% of each employee’s first year salary for their services. As part of this service, the agency usually takes care of administrative duties such as recruitment & onboarding, payroll, state & federal income tax witholdings, Social Security and Medicare, 401(k) contributions, paid leave, and more. In doing so, however, the venue may surrender some control over who represents their venue, especially when contracting large amounts of temp workers. 

Managers can cut costs and achieve greater control using internal talent acquisition teams and legacy software, but these ‘savings’ are debatable — consider the time required to interview, process, and train each employee, as well as the compliance risk they take on. With employees coming from a variety of different backgrounds, there’s a variety of compliance and regulatory requirements to adhere to — FLSA standards, CBAs for unionized employees, and state-specific legislation, to name a few. 

Thankfully, modern HR tech such as Humanforce Talent enables your internal HR team to hire, onboard, roster, and pay large groups of employees consistently and with ease.

Humanforce Talent — more than just a talent acquisition portal 

“High volume hiring” is a concept we dove into in a previous article, and the essence of hiring for venue managers. Oftentimes, managers must source large numbers of employees for a specific role type or period — exactly what Humanforce Talent was designed for.  

Humanforce Talent is an all-in-one talent acquisition platform that pools pre-qualified candidates, contractors, internal staff and alumni into a single Talent Community. AI-enabled skills matching can help select the most suitable candidate(s) for each available role. Candidates can then be contacted via email or SMS and on an as-needed basis, creating a more personalized candidate experience and saving hours of time that would otherwise be spent on admin tasks. 

Each member of the Talent Community is given a profile complete with qualifications, achievements, preferences, and work history. This allows managers to pre-approve and select suitable talent, reduce time-to-hire, achieve greater control over the composition of their workforce, and prevent spending on third-party labor hire agencies.  

Humanforce Talent can also help build and reinforce your employer brand to stand out from the pack. Managers can create a career site that showcases their business’ culture with standout job listings, development opportunities, and wellbeing perks. The application process can also be enhanced with engaging visuals and content tailored to each role.

Next steps: from hiring to onboarding 

Humanforce Talent is part of the broader Humanforce human capital management (HCM) suite, which includes not just talent acquisition but also HR, Workforce Management, Benefits, and Payroll. This means processes can be streamlined and automated at every stage of the employee journey.  

For example, Humanforce Talent integrates with Humanforce Onboarding & Offboarding to ensure new hires can be rostered almost immediately, without the traditional delays experienced while payroll is being finalized. Humanforce Onboarding allows for pre-digital boarding to be done, so that vital worker details (bank, tax, personal) are collected and processed before start date. Onboarding workflows can be customized to suit the role and department, saving further time and resources for busy teams. 

This is just a snapshot of what Talent and the Humanforce HCM suite can do for your venue. To find out more, visit the Talent product page or chat with one of our experts today.

About Humanforce

Humanforce is the all-in-one platform for frontline and flexible workforces, offering a truly employee centred, intelligent and compliant human capital management (HCM) suite – without compromise. Founded in 2002, Humanforce has a 2300+ customer base and over half a million users worldwide. Today, we have offices across Australia, New Zealand, the US, and the UK. 

Our vision is to make work easier and life better by focusing on the needs and fulfilment of frontline workers, and the efficiency and optimisation of businesses. 

To learn more about how Humanforce’s solution can help automate people processes in your business, please contact us.