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Managing a business that requires seasonal employees comes with its own unique set of challenges. From determining your hiring needs to finding qualified candidates in search of seasonal work to timing it all just right, it can be an absolute handful if you’re not prepared for it.
Fortunately, there are plenty of ways to ensure that you and your business are ready next time the demand for seasonal workers increases. We’ve collected some of the most useful tips into this list for your reading pleasure. Follow them, and you’re bound to have a much smoother busy season than ever before.
You may feel as though there’s such a thing as being too early to start seeking out seasonal hires, but there isn’t. Provided you’re clear about the fact that the position is a temporary one, then you can start seeking out qualified candidates well ahead of when you’re going to need them.
Getting your listings out there before your competitors is one of the easiest ways to attract as many qualified candidates as possible.
You may not be able to perfectly pinpoint what your seasonal hiring needs will be, but you can come fairly close if you simply take a look at your sales figures from years past and then consider the current year’s projected spending trends.
These numbers, along with any variables that might distinguish this year’s sales from those of past years, can give you a good estimate of how much extra help you’re going to need.
Of course, there’s always going to be a bit of unpredictability that you may encounter, but with these rough estimates, it shouldn’t be anything you can’t fix with some minor adjustments. As you continue to do this year after year, you’ll be able to refine your estimates so that they’re nearly spot on.
There are a number of variables involved in a listing for a seasonal hire. The length of employment, the flexibility of hours, compensation and benefits, qualifications, and the roles being filled all play a part.
Because you’re on a tight schedule to find qualified employees, you need to make sure that your listing is as clear and concise as possible. You don’t want to waste time hiring and onboarding someone who isn’t fit for their role or who is unable to work the hours you’re looking to fill.
Perhaps one applicant checks off all of the boxes except one or two crucial ones, and you just can’t commit to hiring them. Don’t just throw their resume in the garbage; consider what other positions they may be able to fill.
Temporary workers tend to be a lot more flexible about the terms of their employment, so you may as well inquire because it can save you a lot of time and effort.
One of the best ways to streamline the seasonal hiring process is to see if any of your current employees know someone who is looking for temporary work.
College-age workers often have friends who are back just for the holiday season and could use some extra money. Of course, there are some risks involved with hiring friends of your current employees, so make sure to consider that when deciding on a hire.
You can also reach out to former employees who may be looking to temporarily take on some additional working hours. This approach can make your life a lot easier, as there is no real training involved in bringing someone who already knows the ropes back onto the team.
Speaking of training, you’re going to want a well-oiled onboarding process in place for your seasonal workers because having employees who are ill-prepared for the job during the busiest time of the year can prove catastrophic.
Iron out a rock-solid training program, and then lean on your most trusted employees to see your new hires through it. You don’t want to be taking time out of your busy schedule to help out frazzled workers or placate angry customers.
One of the best ways to get an edge on your competitors when looking for seasonal hires is to offer better pay. You may not be in the position to do that, but if you are, then you should strongly consider it.
Great pay won’t just open you up to a wider talent pool; it will garner more engaged employees who are willing to go the extra mile to see you through the busy season.
The next time you’re going to need seasonal workers is never more than a year away.
You can save a ton of time and effort by building a talent pool from all of the hires who did a fantastic job for you this year so that when the time comes to add to your staff, be it temporary or permanent, you’ve got a whole list of qualified candidates to reach out to.