How to Attract the Best Seasonal Workers

Many companies see a rise in business needs during certain seasons of the year. According to the National Retail Federation, holiday sales make up 20% of a typical store’s revenue. Seasonal workers can give you the extra hands you’ll need to meet these demands.

What’s your current strategy for hiring seasonal workers? It may be time to update that strategy with today’s best practices. Learn some helpful tips for attracting seasonal workers to your business.

How to attract the best seasonal workers

To attract the best seasonal workers, you need to think carefully about your process and communicate your competitive edge. Here are 10 tips for hiring seasonal staff.

Leverage staffing agencies

Many staffing agencies specialize in seasonal workers. The right agency may even have a pool of applicants who are already screened and ready for work.

Staffing agencies bring an obvious advantage. You won’t have to go through a lengthy hiring or screening process to locate seasonal workers. Instead, you’ll partner with an agency that can connect you to the right talent.

The best providers can match you with seasonal workers who align with your industry or business goals. You may also consider this as a temp-to-hire strategy if you’re looking to expand your team after the season. 

Stay compliant

Labor laws apply to seasonal workers as well as your regular team. When you hire seasonal staff, you must adhere to all established laws and regulations

For example, the Fair Labor Standards Act (FLSA) requires you to pay seasonal workers time-and-a-half when they work more than 40 hours per week. And you must collect proper documentation and provide fair wages and hours for all workers.

Many seasonal workers are teenagers. Check with your state to determine whether there are any regulations that apply to employees under the age of 18. 

Hire for attitude

Are you just looking for some seasonal help? Then don’t worry as much about skills and experience. Instead, focus on finding workers with a positive attitude and a strong work ethic. Sometimes, adaptability is more important than having a strong resume.

How do you measure attitude? You can screen candidates during the interview process. Look for job candidates who show up on time, dress appropriately, and have strong communication skills.

During the interview, you can ask a candidate to tell you about a time when they had to learn a new skill. The candidate’s answer can speak volumes about their flexibility and willingness to learn.

Clear job descriptions

What types of duties will your seasonal workers perform? Make sure you make this clear from the beginning. Write a job description that lists the day-to-day tasks of this role and what resources you’ll provide so workers can complete those tasks.

Be specific! You don’t want to omit any details or leave anything to assumption. This will help potential workers understand their role and your expectations. Setting clear goals will also help you evaluate your team’s performance.

You may have a job description left over from last year. It’s okay to use this, but make sure it’s still accurate and up to date.

Offer competitive compensation

Seasonal workers aren’t typically looking for a new career. They’re more interested in some extra cash during the summer or holiday season. To attract the best workers, offer clear, competitive compensation.

This includes competitive wages, bonuses, or employee discounts. The more you can offer your workers, the more likely you’ll be to attract solid candidates. 

Don’t forget the impact of your company culture. If you can advertise a fun or laid-back workplace atmosphere, you may be able to stand out from other businesses.

Retain good performers

Seasonal workers don’t have to be temporary. Keep track of your best hires. That way, you can reach out to them the next season to hire them back. Doing so will save you time each year in raising your headcount.

You could even consider hiring seasonal workers on a more permanent basis. A seasonal worker may become a regular part-time staff member, or your top performers may even make a full-time addition.

Some staffing agencies make this their focus. You might consider using a temp-to-hire format, which would allow you to hire a seasonal worker and decide later whether to bring them onto your team permanently.

Use technology for screening

Good help is hard to find. But what if you have too many applicants? It can take time to sift through applications. Take advantage of modern technology to screen applicants and find the best candidates.

For instance, some electronic tools can screen applicants based on the right keyword. Also, some employment sites will automatically ask applicants a few questions to ensure they’re the right fit.

Video interviews can also save you valuable time. You might conduct a brief video interview to narrow the field, then invite top performers in for a face-to-face conversation.

Target seasonal job seekers

Focus on job seekers who are looking for seasonal work. For instance, students on a break can provide extra help during the summer or holiday season. Retirees may also have extra time to rejoin the workforce on a brief basis.

You may consider advertising at locations with a high population of students or retirees. Local colleges often have job boards. Advertising your position (and its salary) can help you attract college students looking for extra cash between semesters.

Some communities may have job boards aimed at retirees. After all, retirees may have skills that you can leverage to improve your business growth, even if only for a season. 

Plan for the end

Start with the end in mind. How long will you expect your seasonal workers to stay on? Keep in mind that if you hire students, you may be limited by college schedules. 

Have a clear plan for offboarding. Collect feedback from your workers. What did they enjoy? What would work better? If you would like them to return, now would be a good time to ask. Many college students would love to have a plan in place for the next year or season.

Younger workers may also ask you to be a job reference for future employers. Agreeing to do this will help these young adults greatly, and it can be a final way of thanking your valued seasonal workers.

Prioritize onboarding

Onboarding may be especially important for seasonal workers. These hires have to be brought up to speed fast. You want an onboarding process that integrates them into your team and gives them the resources they need to thrive.

Video-based training materials can speed up the process. So can welcome packets or web-based training. Assigning a mentor or buddy may also be helpful in keeping seasonal workers on task and engaged throughout their time with your company.

Attract seasonal workers with When I Work

Think of seasonal workers as an opportunity. Their time with you is short-lived, so your goal should be to maximize their value and possibly consider making them a part of your team year-round.

The right tools can transform your workplace culture. When I Work offers tools that keep you and your teams organized and engaged. These tools can help you attract and retain top talent. Sign up for a free trial today.

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