While it may seem like 2019 just started, summer is already coming to a close and the holiday season will be here before you know it. And for retailers, this time of the year means a major payday is in store in the form of increased sales. In fact, it’s expected that retail sales in November and December will increase by over 5% from last year.
But before you get excited, keep in mind that just because the holidays are here doesn’t mean that the retail market will be any less competitive. In fact, this season means stores should step their game up even further to make the most of the raised consumer spending. And part of stepping their game up entails ensuring they have more than enough staff on hand to secure a positive customer experience.
For example, while you may typically get away with having 5-8 employees on hand, the added number of customers coming in means you’ll likely have to increase your employee count to keep up with the added traffic.
And thankfully, you’re able to hire employees temporarily instead of having to invest in bringing full-time staff members on hand. But the only way this strategy works is if you’re willing to invest in ways to properly attract and hire seasonal workers.
For some helpful tips and tricks, continue reading to learn more.
Don’t procrastinate and begin as early as possible
We get it. You have a hundred and one things going on in your day to day, and next thing you know, entire months seem to fly by.
While holiday hiring may not be your top priority during the summer months, it’s important you make the effort not to wait until the last possible minute to conduct your recruiting. If you do, you’ll likely find yourself rushing to fill positions without properly vetting each candidate. And hiring unfit employees can often lead to major damage being done to the brand you’ve worked so hard to build.
To ensure this doesn’t happen, take a hard look at which times of the holiday season you get the most traffic and make a note on your calendar to adjust your hiring practices accordingly. For example, if your business expects an increase in sales during Christmas, you should begin your hiring efforts at the beginning of November at the latest. This way, you can include an interview process that accurately touches on what the position entails.
Reach out to connections on Social Media
Social media has completely revolutionized how people connect, so why wouldn’t you incorporate it into your own hiring practices? Whether it be through a personal page or your business page, make a post detailing that your business is searching for seasonal workers. In the post, try to leave details like the exact location, when they’ll be needed, the hours they can expect to receive, and other similar pieces of information. The benefits of social media outreach are that you can feel comfortable knowing your network isn’t going to refer any low-quality candidates.
Post on job board sites
Don’t forget about the magic tool that is job board sites. Platforms like Indeed, ZipRecruiter, Monster, LinkedIn, and more are an effective way of getting your job ads in the face of employees eager to jump into their next role.
To post correctly, make sure you include keywords like seasonal and temporary throughout your title and job description so people searching for those terms are able to find the role.
Specify that it’s only temporary
No matter which strategy you go with, make sure you’re clear that the position is only temporary. The last thing you want is to have people coming in thinking they’re applying for a full-time role when they’re only needed for a month or two. It will also reflect badly on your employer brand and hinder your ability to attract high-quality talent in the future, so be sure to include that the job is temporary wherever you advertise it.
Try to include exact start and end dates
The more details you include the better, and one of the most important details you can include for a seasonal role are the exact start and end dates. And don’t worry, it’s understandable if you’re unable to predict exact dates of when seasonal workers will be needed. Business fluctuates and you don’t want to mistakenly promise workers shifts and hours that you end up not even needing.
For this, it’s also acceptable to give estimates in terms of months as well as seasons. It’s just important you give workers an idea so they can plan the other areas of their lives accordingly.
Be very specific on requirements and what you expect
How important is it for workers to have their own car? Are their certain times and shifts seasonal workers must be available? Do you need employees to be on call? This is all information your candidates need to be very aware of. If not, you risk wasting time and bringing on people that aren’t a good fit.
When writing your job ad’s responsibilities section, be as transparent as possible regarding what you need and expect from your seasonal workers.
Include the hourly rate in the job description
If you’re known for paying your workers well, then show it off by including your hourly rate to employees within the job ad. Preferably somewhere near the top or even in the title so it catches people’s eye.
Talk about any employee benefits
Don’t think that a 20% discount or similar benefit isn’t important enough to attract seasonal workers, you’d be surprised by how much influence these details play. Just don’t promise anything to seasonal workers that you don’t already offer to your current employees.
Let people know if there’s a possibility to go full-time
Lastly, if you’re willing to offer certain seasonal workers a full-time position, let it be known within the application. You never know if someone you bring on temporarily will end up being a rockstar employee and you shouldn’t let the opportunity disappear due to circumstance.
Hire your seasonal crew right in time for the holidays!
There’s a lot of money to be made this holiday season and it’d be a shame to miss out due to a lack of employees on hand. Read through these guidelines and keep them close by when hiring and putting together job ads to recruit your seasonal workers.