When you need help covering a special project or a seasonal peak, it doesn’t make sense to hire a full-time employee who may not be needed in a few months. Beyond the holiday retail season, hiring seasonal workers has become common practice for many industries. Seasonal staffing can be challenging, but it doesn’t need to be stressful.
Here are a few of our top tips when it comes to hiring short-term help:
Planning ahead and beginning your search early in the game will not only provide you with more time to meet your hiring needs, but it will also allow you to reach qualified candidates before your competitors. And really, the search for employees should be a year-round activity.
Be open to entry-level candidates.
They are hungry to learn and get their foot in the door, so they are dependable. It may take a bit more time to train them, but they will want to impress and could be an asset down the line.
Retired workers are an ideal group to consider for seasonal work. While they no longer wish to work full-time, many are looking for opportunities to get out, contribute to a team, and make a little extra money. They bring work experience to the table, and so are generally easy to train, and have flexible schedules. You can also often count on retirees to return for more than one season.
Hire for the long-term.
Consider your seasonal spike in workers as a test-run for potential long-term hiring. If you see a shining star during the seasonal rush, take note for future needs.
Ask employees for referrals.
Some of the best sources of seasonal help can come from within your organization. Offer rewards to incentivize successful referrals.
Partner with a staffing agency.
The easiest way to add short-term help to your roster is through a staffing agency. An agency provides contractors on an as-needed basis so that you don’t need to let employees go as your needs decrease. Their network of talent have the technical skills and experience you need, allowing them to get right to work with little training.
A staffing agency can also provide cost savings. You won’t be responsible for the costs of advertising, interviewing, screening, and onboarding. Plus, as the employer, the staffing agency takes on payroll, unemployment tax, health insurance, and employee benefits. Once a contract has ended, they also handle the unemployment process. These savings really add up and greatly reduce your cost to hire.
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