Hiring and recruiting talent for a year-round, full-time position can be challenging. Recruiting seasonal employees often presents a whole other set of unique challenges.
They can range from young workers such as high school or college students to retirees looking for part time employment where they can make a few extra bucks. Their skill level will vary, and they may require more training to get up to speed with year-round employees.
Here is what you need to know.
Recruitment is vital: The right platform can make a difference
We are not just talking about a job posting ad online. We’re talking about finding the right platforms to help find reliable candidates that can return year after year.
Let’s take a franchise business that is busy every day of the week during the summer. Whatever your ‘high season’ is, find a business or industry with the opposite and leverage that as a recruiting platform.
Keep in mind you are competing for top talent with organizations across the spectrum, so competition is fierce.
Spend time & appreciation: Seasonal doesn’t mean less
Seasonal employees should be treated like year-round full-time employees. The on-boarding process is so critical to ensure the seasonal employee gets off on the right foot. Proper training and be equipped with right tools to be successful at their job. Seasonal employees need to feel appreciated and receive frequent feedback about their performance. Empower seasonal employees by challenging their critical thinking.
Offer Incentives: Make them want to come back
Building off the appreciation by offering seasonal employee’s incentives for coming back next year. A boost in the wallet is always a great incentive.
There are other forms of incentives such as a discount (or a more significant discount if you’re already offering one) on your products and services. Consider gift cards for going over and above customer service.
However, no amount of money is going to ensure an employee will return next season to a job that has a toxic environment or an inferior culture. Create a well-organized culture that is fun and engaging.
Keep in Touch: Year-round communication keeps seasonal employees engaged
Keeping the lines of communication open throughout the year and periodically checking in is an excellent way for employees to feel appreciated and help build that popular culture. Sending a notecard, keeping in touch by inviting them back for a Company event.
Ask them: You’ll never get what you want if you don’t ask
Don’t let the season end and you allow an excellent employee getaway because you never asked them to return next year. Ask about referring others for employment if they are not available next season or during a rush period.
Even when the season is over, look for alternative ways to employ great performers; maybe they’d be willing to work on a per diem or on-call basis, which brings us back the previous point of staying in touch. If a regular employee calls out or needs coverage for a vacation, you can message your seasonal employee and see if they can fill in.
Regardless of the economic situation or the state of hiring, finding talented seasonal hourly employees with the right skills is always difficult to do. They will be the face of your organization during your busiest times, so make sure to give this task the attention it deserves. Contact an Inspiring HR consultant for assistance in formulating a plan of action.
