Recruit seasonal employees by using a variety of channels
Today’s media-savvy job seeker is accustomed to looking at multiple job boards and platforms simultaneously to find work. The most popular places to advertise have traditionally been established job sites like LinkedIn and Indeed. Still, experts advise utilizing a variety of channels, like your website, social media pages, college board sites, and networking events, as well as back-to-basics ideas like preparing eye-catching brochures to post in churches, gyms, libraries, and community centers to get the word out. Tip: Incentivize current employees to help search their contact lists for potential seasonal workers by giving them a cash bonus or a few extra days off.Offer more job perks
With so many seasonal jobs open, short-term job seekers have more options than ever before, and to get their attention, your business needs to stand out. Highlighting your benefits in your job post sets you apart from the rest. Some companies have successfully offered hourly compensation above minimum wage, company discounts, travel stipends, and bonuses as hiring incentives. Tip: Same-day pay apps are rapidly gaining popularity. According to a 2022 Seasonal Hourly Workforce Report, 62% of hourly employees said they prefer a flexible schedule with instant access to pay to meet their lifestyle needs.Start early and use technology
Wait too long to hire, and you may lose out on the best talent, which can impact your business’ productivity year-round. Experts agree it is best to start searching for candidates early. As a rule of thumb, post ads on job boards at least three to four months before summer and holiday hiring. Online applications should be prepared in an easy-to-read format online, with a prominent “apply now” button. Screen applications and resumes and keep track of candidates you’re interested in using an applicant tracking system to help manage the entire process. Tip: Gen Z job seekers, typically in high school or college, comprise a large percentage of the seasonal workforce. An estimated 98% prefer texting to calls and emails, so be prepared to respond quickly to keep their attention and get a jump on the competition.Consider candidates who show potential
Some job seekers may not possess all the skills you are looking for. Still, chances are they’re willing to learn and may already have transferable skills you can build on. Considering today’s dwindling pool of qualified candidates, someone who is eager to learn and seems easy to train may prove an advantage to you and your team. Tip: Consider an out-of-the-box hire like a veteran, retiree, or teacher, who can bring desirable, transferable skills to your team, like organization, customer service, discipline, attention to detail, and the ability to keep cool in stressful situations.Employ more creative methods
To stay ahead of the hiring game, you may need to employ more creative methods to compete, like:- Throw an open house all-day hiring “party,” a fun, effective recruitment method that entices candidates to come to you, so that you can reduce interview and hiring time. You can also plan a more traditional job fair in a larger venue to draw job seekers for both seasonal and full-time.
- Create a social media page for your business. Post pictures of happy employees representing your company as a fun, diverse, caring team-–it’s an effective way to convey your company as a welcoming workplace.
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