The end of the year is looming and with it, the deadlines and project completion goals that accompany the fourth quarter. For many businesses, this signals the time to ramp up with seasonal hiring.
Temporary workers can sometimes get a bad name. The shortsighted perspective is that they’re “just temps.”
News flash: Your customers don’t know that. So the workers you hire to fill seasonal or other temporary roles are just as critical to your business success as your most seasoned full timers. Be sure your company leadership has the resources and insight to ensure you assemble an optimal seasonal workforce this fall.
Optimize Your Fall Recruitment Strategy
Review your job descriptions.
And make any necessary adjustments. It’s easy to fall into the pattern of publishing the same job descriptions for seasonal workers as you’ve been using for years. Instead, make sure each JD is role specific, so you can make the right skillset and personality match when you hire.
Attitude matters as much as aptitude.
When it comes to seasonal workers, dependability and motivation may be even more critical than specific skills, many of which can be taught on the job. Look for candidates with the right can-do attitude, as well as those who focus on high-level skills like safety and customer service.
Don’t cut corners.
Never bypass standard HR procedures when hiring and onboarding temporary employees.
- Give them the training they need. Take the time to develop a targeted seasonal workforce training program that covers all key areas and can be tailored as needed. The same holds true for onboarding.
- Avoid legal issues. Be sure background checks, drug testing, and any other required pre-employment screenings are complete and thorough. It only takes one slip-up, whether from a permanent or temporary employee, to put your business at risk of non-compliance or, even worse, your people at risk of a safety hazard or trauma.
Offer incentives to stay the whole season.
You don’t want to be left high and dry if a temporary employee leaves before your busy season ends. Consider offering bonuses or other incentives for those workers who stay as long as you need them.
Give preference to “same time next year” hires.
If possible, source candidates who are willing and likely to not only complete your current busy season, but also return in future years. Streamlining your process can prove more efficient in the long run and add a predictability to your planning.
- On a related note, keep your eyes open for seasonal candidates who may be well-suited and interested in permanent employment at some point. You may be able to add them to your full-time talent pipeline and when the time comes, they’ll already know your business and its culture.
Need Help with Seasonal Staffing?
Turn to Venteon as you staff seasonally and year round in engineering, finance and IT. Each of our specialized divisions in these areas will help ensure you spend less time recruiting as you keep pace with business growth.