Does your business experience an increase in demand during the Christmas period, perhaps there is an increase in demand for holiday and you need cover during this period? Here are some tips for recruiting the right seasonal worker for your business.
Who will you hire?
Take some time to think about who you think will be the best cultural fit for your organisation, what type of seasonal worker will best represent your brand? The types of people looking for summer positions are usually school students on their summer break, college and university undergraduates and retired professionals looking to supplement their fixed income.
Ask your current employees if they know of anyone looking for seasonal employment. They might know of someone who has the right skills and is a good cultural fit for the organisation, and they may even be able to provide a reference for them.
Be open minded about the candidates and their potential. Offering for example, a young job seeker an opportunity to gain experience in a job and exposure to working in an organisation, can help to build their confidence and skill set. You could discover and nurture talent that fosters loyalty towards your organisation.
Timing and how to reach them
If you want to attract and recruit the best qualified talent, start your search early. Write a clear job description and describe the qualities you are looking for, aligning these with the brand of your organisation. This will help to filter out candidates who don’t align themselves with these attributes.
Once you have written the job description, post it on your website, social media sites and local job board. Think about where the advert will be most visible to the type of candidate you want to attract.
Training
You might initially think that investing in training for short-term or seasonal staff is a waste of your resources. But if you invest in a comprehensive training programme you will soon realise the benefits. Training will enable a person to hit the ground running, which is especially important when their time at the company is limited. The training should set out clear expectations and goals. It means that seasonal workers will understand how the business operates and will build consistency across your entire workforce.
Although seasonal workers may only be with you for a short-period of time, offering them a comprehensive training programme will create loyalty and strengthen your brand. If they leave having had a positive experience they are more likely to recommend your organisation to other talent and clients. They themselves may return for future seasonal employment opportunities with the experience and training already in place. It can be a great opportunity for an employer and employee to try each other out before making a bigger commitment to a permanent role.
Recruiting seasonal workers can be a stressful and time consuming process. If you plan in advance and keep up-to-date with your policies and procedures it will make the process a lot easier. Make sure you are also up-to-date with paperwork and employment laws, including minimum wage, and if applicable the law for hiring people younger than 18. Have a clear job description and idea of what attributes you want in a seasonal worker. Then make sure you have made all the necessary arrangements in advance so that from the outset the successful candidate can launch straight in to the role.
Dakota Blue can help you manage the recruitment process of both seasonal workers and permanent staff, call us on 01233 622651
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