Seasonal employees may be temporary, but the impact and interactions they have with customers isn’t. In fact, the holidays may be the first time a customer frequents your business and the seasonal employee they interact with will be their first, and possibly last, impression of your business.
Hiring seasonal workers should not be a rushed decision to ensure the bare minimum is done. Not only can seasonal staff help make the holiday transition easy, but they even increase your business during this time.
Hire Early
Hiring right before busier seasons is a bad idea. Try to recruit seasonal workers early so your decisions aren’t rushed. The more time you allow yourself to take, the more you can ensure your hiring decision is a great fit for your company.
Starting the hiring process early also allows you to properly train seasonal workers before the holiday rush begins. Businesses that wait until the last minute often struggle with onboarding, leaving employees unprepared and customers unsatisfied. By planning ahead, you not only get a better choice of candidates but also provide seasonal workers with the tools they need to perform well from day one.
Edit Job Postings
Make sure you have job postings year-round for seasonal work. Be sure to use keywords like “seasonal hiring” or “temporary employment.” This is useful for job-hunters specifically looking for seasonal work in the future.
Updating postings regularly and clearly labeling them for seasonal workers helps your company appear in searches from candidates who are only interested in temporary opportunities. Detailed job postings that highlight start and end dates, pay, and potential for re-hire can make your business more attractive. Consistency in updating these postings also shows that your company values seasonal workers as part of your workforce strategy, rather than treating them as last-minute hires.
Post Everywhere
Recruiting seasonal workers through your website is a good idea, but it’s important to consider professional job posting websites and social media outlets. This is to ensure you don’t desperately hire the one person that applied.
Wider visibility on platforms like Indeed, ZipRecruiter, Facebook Jobs, and Google Jobs increases your reach and helps connect with a more diverse pool of seasonal workers. Social media posts, especially in community groups, can also attract local candidates who may prefer short-term roles close to home. By casting a wide net, you ensure that your seasonal worker hiring process isn’t limited to a small candidate pool, which improves your chances of finding reliable talent quickly.
Hire Returning Employees
One of the best practices your company can implement is re-hiring seasonal workers. The convenience is not having to train them and already knowing what they’re like to work with. That’s why it’s important to keep former seasonal workers’ information on file and to talk to them about leaving room in their calendar to come back next year.
Returning seasonal workers often become more efficient with each year they come back, as they are already familiar with your systems, culture, and expectations. This reduces training time and increases productivity during peak seasons. Maintaining positive relationships with seasonal workers also builds loyalty, making them more likely to return when you need them most. Re-hiring is one of the most cost-effective strategies since it leverages experience while reducing turnover risk.
Use Recruitment Software
Refered is a recruitment and retention software for hourly employees – the perfect solution for employers looking for seasonal workers. Refered works by giving your employees incentives for remaining with your company, recommending qualified candidates to work for you, and recommending candidates that get hired. Contact us today to request a free demo.
