Most employers, from small businesses to large enterprises, hire seasonal employees to support their summer workload.
When it comes to actually finding candidates for these positions—especially great ones—it can be a tough process. Not only do employers have to decide the demographics of temporary help they need, they also have to decide where the best place is to find them - and how to train them in a quick, cost effective manner. Here are three tips for easing your seasonal hiring pains:
What’s tough about seasonal hiring is that you have to find short-term job seekers who can still represent your brand. That means you can’t rely on just any job seeker to fill the position. Instead, you should invest in finding candidates who are a cultural fit—as much as you would for any full-time position. It may sound easier to put out a “cattle call.” But one mis-hire can blemish your reputation. To avoid making the wrong hiring decisions, first decide what type of job seeker best represents your brand: high school students on summer break, college undergrads looking for an internship or retired professionals looking to supplement their income. These are general categories of seasonal talent. If you want, you can also categorize your job seekers by their experience or skills. It all depends on your personal recruiting goals.
Now that you have a clear picture of the seasonal talent you’re targeting, decide the best way to get in front of them. Be creative and think outside the box. If you’re brand relies heavily on a consumer site, consider displaying a “We’re hiring seasonal help” banner across the top. That way you can guarantee an audience and a relevant one at that. Since they’re customers who love your brand, they may make ideal candidates for temporary work. If you have a career site, consider putting a message in place that directly targets seasonal help. Explain your ideal candidate: Motivated, goal-oriented and passionate about your brand. Doing so will help to filter out candidates who don’t align. Other initiatives could include college recruiting, social media campaigns, traditional job boards, or a paid advertisement in a high school brochure (think sport games, graduation, etc.).
It’s important to think long-term when you’re training your seasonal staff: any one of them could be a returning seasonal employee or could eventually become full-time. Choose to invest big up front since they have the same impact on your customers as any other employee.To ensure you're investing in seasonal workers as much as you would for full-time, create a comprehensive training program. Doing so will ensure consistency across your workforce, and help to create loyal candidates who return even after their season is up. If you need assistance with training, look for resources online, ask a mentor for advice or enlist a vendor for help.
Seasonal hiring doesn’t have to be any more complicated than you make it. Be prepared, have a plan and follow these three tips to guarantee better hiring, and better business, for your summer season.
