What You Should Know About Hiring Vacation Help
Is your small business in need of some extra help over the holidays? Small businesses might benefit greatly from hiring temporary or seasonal staff over the holiday season. Temporary seasonal workers, on the other hand, are not the same as permanent employees. Because there is little time for formal training, temporary staff must have the abilities and expertise to learn rapidly. In addition, the interview process does not have to be as extensive as it is when hiring permanent staff. Whether the employees you recruit are temporary or whether there's a chance you'll hire them permanently, there are a few things to keep in mind when employing temporary holiday labor.
Post Job opportunities early:
Applicants begin looking for holiday jobs as early as September, so you'll want to know which positions you'll be filling at this time. The application and interview process can take a few weeks, depending on the job requirements and the number of candidates you'll be interviewing. It's best to plan ahead of time and advertise all open jobs on your website before the holidays begin. Sites like Indeed, Snagajob, and even Craigslist are good venues to post seasonal job openings.
Use social media to find candidates:
Social media, in addition to job boards, can be a great way to identify prospects. If your small business has a social media presence, you should use it to advertise employment openings. Many groups on social media are oriented around job advertisements. It's not difficult to locate and join these organizations. People looking for work, as well as recruiters and executives trying to fill vacancies, are all represented in the groups. Social media is an excellent tool to showcase your company's culture and demonstrate why it would be a fantastic place to work.
Hire enthusiastic employees:
Just because this is a temporary position doesn't imply you should skimp on staff quality. You'll want to hire people who are smart and ready to work. Prepare questions to ask candidates and consider who they will speak with during the interview process within your firm before the interviews begin. Always keep in mind that the seasonal job market is competitive, and if you don't hire the proper applicants, your competitors will.
Select flexible employees:
Most seasonal occupations entail lengthy hours, depending on your industry. Because you're so busy around the holidays, you'll almost certainly want more assistance. Ask potential employees about working long hours and their availability during the interview process. If a candidate states that they can only work specific hours, they may not be qualified for the position. Make it clear from the start how many hours per week people are expected to work and how long the position will remain. It may also be beneficial to hire a few remote workers to manage social media, publish product links, and respond to emails - you'd be shocked how many individuals will leap at the chance to work from home.
Modify seasonal interview questions:
Create a consistent prompt to provide to seasonal applicants before you begin interviews with questions they'll be asked. These inquiries and demands should be distinct from those posed to permanent workers. Consider the job's day-to-day responsibilities, as well as the roles' difficulties and objectives. Because you expect to be very busy around the holidays, be sure your workers can perform under pressure and maintain a professional demeanor in stressful situations.
Interview candidates using panels:
Panel interviews are a good way to save time for both you and the candidates. Because time is limited and protracted interview processes are unnecessary, applicants for temp employment are unlikely to want to come in for more than one interview. To conduct panel interviews, select a few people from your company who will have a say in who is hired. If you have more than four interviews, you may cause the candidate to become nervous. If you use this interview style, make sure you have a sound strategy in place to ensure that all candidates are treated equally. A phone interview is another time-saving interview option. Based on personality, experience, and other characteristics, phone interviews can quickly clear out candidates who aren't a good fit for the job. Phone interviews are brief, taking as little as 10 minutes in some cases.
Ask your employees for referrals:
Who knows your company better than the people who work for it? If they refer a candidate, the applicant is likely to be familiar with what you do and how your company operates. Contenders will be aware of what to expect as well as some information about your target market. This is a fantastic approach to bring great people into your firm, especially if there's a chance you'll be able to keep them once the holiday season is through.
Naturally, when the holiday season approaches, you'll be extremely busy, but hiring seasonal help is vital. These pointers might help you find qualified individuals, which isn't always a simple task. Your staff should fit in well as long as they are motivated, flexible, and have relevant expertise. During the busiest seasons of the year, employees are the face of your company, therefore pay special attention to seasonal hiring.
Let us handle your seasonal hiring process, and we will not disappoint you.