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For the Summer: How to Recruit the Best Seasonal Workers
Friday, Apr 22, 2016

With the warmer summer months right around the corner, now is the time of year that many employers begin the annual task of finding and hiring seasonal workers for their peak business season. Representing a distinct niche in the employment landscape, seasonal employment challenges recruiters and hiring managers to quickly implement highly effective talent acquisition strategies, as time is of the essence. In light of this, specific tactics to tackle seasonal employment challenges can be used to ensure that companies make smart hiring decisions in shorter time and meet business objectives.

The Steps for Recruiting the Best Seasonal Workers

The first step in recruiting the best seasonal workers is to make sure you advertise your open positions in the right places. With roughly 3.3 million job applications submitted in 2015 using social media profiles, popular social sites such as Facebook are your best bet for finding and attracting seasonal workers, many of whom are looking for part-time work for the summer. Leveraging company-branded social media pages and posting regular content updates and job opportunities are excellent ways to get the word out on your business and position yourself as a desirable summer employer. Branded social media pages are also excellent ways to develop talent pools of passive candidates to have in your back pocket, should you need to hire additional staff throughout the season when business picks up or staffing adjustments are required.  

Next, incorporating employee referrals is a proven method to quickly find top talent and mitigate hiring risk by leveraging your most valuable hiring asset – your current employees. As 88 percent of employers rate employee referrals above all other sources for quality hires, using the recommendations of your top performers increases the chances that applicants will have the required background for the job and fit in better with your company culture. Employee referrals also help to reduce cost-per-hire and time-to-fill metrics, minimizing the need for placing costly job advertisements and conducting lengthy candidate searches. Finally, candidates also prefer to use people they know to find employment, with 76 percent of applicants identifying current employees of a company more than any other resource when finding a job.   

Targeting candidates locally is an additional way to ensure you that are finding candidates faster and making smarter seasonal hiring decisions. With many applicants off from school for the summer months, attracting those who live close to your business brings many advantages, including reducing potential attendance issues due to long commutes, and aiding in finding last-minute coverage due to shift call-outs and other unexpected circumstances. Local candidates may also have a stronger connection with your customer base, providing a better customer experience and improving your company brand and reputation. Listing your positions on community websites, hosting and attending local job fairs, and sponsoring community events are all excellent ways to target candidates locally, as well as improve quality-of-hire metrics. 

Finally, one of the easiest ways to attract seasonal workers is to make sure your application process is mobile-friendly. With mobile application capabilities gaining popularity in particular industries, including hospitality and food and beverage, as well as 70 percent of active job candidates willing to apply via their smartphone, incorporating mobile into your seasonal talent acquisition strategy will help to increase applicant volume by simplifying the application process, improve candidate experience, and promote your employment brand by offering progressive, cutting-edge recruitment technologies that are easy for applicants to use.  

A company is only as good as its employees, and with many businesses making the majority of their profits during the summer months, quickly finding and hiring the best seasonal workers is crucial to profitability when only a small window exists for substantial revenue opportunities. By incorporating unique recruitment strategies to improve seasonal time-to-fill and quality-of-hire metrics, businesses can ensure they are well-equipped to offer an exceptional customer experience to yield positive business results.  

For more tips on recruitment strategies for seasonal workers, check out our HEI employer article, “The Rise of the Contingent Workforce.”