5 Tips For Improving Your Seasonal Recruiting
Jun 27th, 2017 • Uncategorised
Most businesses naturally experience demand spikes at certain times of the year. For a lot of businesses, this time is during the holidays, while for others it is during other months of the year.
Regardless of when your business peaks, you will be required to ramp up your manpower to ensure your workforce is not overstretched.
While seasonal demand spikes might require you to hire fast, you will also need to hire well to ensure customer satisfaction and/or production is not affected.
Seasonal employees might be temporary, but their impression on your customers isn’t. So how do you ensure that your business only recruits quality seasonal workers while avoiding bad hires?
To help you out of this predicament, we have compiled 5 tips to help improve your seasonal recruiting:
- Plan ahead. By looking at the sales patterns of previous years, you can accurately predict the time of year when there is peak demand for your products. Use this information to plan early to avoid rushed hires. Start making arrangements for temporary employees as early as three months from the date you anticipate they will be needed. This not only gives you a head start over your competitors (who will also be looking for temps) but also enables you to conduct extensive screening, onboarding and even provide adequate training to the new hires in case it is required.
- Start with your former temps. Temporary employees who have previously worked for you and impressed should be considered first for seasonal recruitment. By rehiring previous temps, you save a lot of time, reduce the recruitment costs and you also bring in workers who are already familiar with the job. The time and cost savings will give you some flexibility to look for other quality hires for the current season if there aren’t enough returning seasonal workers.
- Ask your current employees for recommendations. Your hardworking and loyal employees will often know other people with similar attributes. Create an employee referral program that rewards employees who recommend temporary workers who complete their tenures successfully. This will help incentivise your employees to help you find suitable candidates for your temporary labour needs.
- Consider retirees. Retirees will provide you with a diverse candidate pool with extensive work experience. What’s more is that retirees will generally be more open to ever-changing tasks and flexible work arrangements. This group of workers is also more likely to return for several seasons, health allowing, something which is less likely with younger temps such as college students.
- Be specific and direct in your job descriptions. This applies to all job descriptions regardless of whether they are for temporary or permanent roles. Ensure each job description has as many details about the temporary position as possible. Specify the nature of the job, your organisation, the flexibility of the schedule, as well as the skills and attitude you are looking for. Also, make sure to describe any incentives that the job includes.
If the job has some aspects that may not be appealing to some people, also make sure to mention them in the description as this will help you save some money and time down the line.
Finding talented seasonal employees is not easy, but if you start looking early enough and use the tips listed above, the recruitment drive should be a lot less difficult and more successful.
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