Our crystal ball is broken at The Lee Group, but fortunately we have something better in looking ahead to the new year. We’ve been a top staffing and executive search…
Building a seasonal staffing talent pool and establishing strong relationships with potential seasonal employees are crucial for your business’s success during peak seasons. Here’s how to create and nurture a robust talent pool.
Is It Already December?
Start today. The earlier you begin, the more time you have to find and onboard the right candidates. If you wait until a few weeks before peak season, that’s too late.
Partner with a Staffing Firm
The best staffing firms maintain comprehensive lists of vetted seasonal employees who have the skillset your business needs to run seamlessly during the busiest times.
Network with Local Schools and Colleges
Establish relationships with educational institutions in your area. Partner with them for job fairs, internships or co-op programs that can provide a pipeline of potential seasonal workers. This can be especially helpful if your busiest seasons revolve around the summer and holidays when students are seeking work.
Employee Referral Programs
Encourage your current employees to refer friends and family for seasonal positions. Incentivize these referrals with bonuses or rewards.
Online Job Boards and Social Media
Utilize job posting platforms, such as LinkedIn, Indeed, or industry-specific job boards, to reach potential seasonal workers. You can also use social media platforms to advertise your seasonal job opportunities.
Create a Seasonal Hiring Portal
Build a section on your company website dedicated to seasonal job openings. Make it easy for candidates to apply online and provide detailed information about the roles and expectations. Be clear with your job descriptions, and if weekend, evening and holiday work are expected, spell that out. Forgo the lengthy online job application for something simpler — a cover letter and resume, for example.
Maintain a Contact Database
Keep a database of past seasonal workers, even if they weren’t available for the next season. Reach out to them again when the next opportunity arises.
Attend Industry Events
Participate in industry conferences, trade shows and events to network with potential seasonal workers who are already familiar with your field. The more you engage with people, the more likely it is you will be referred to seasonal workers.
Leverage Social Media Marketing
Use your company’s social media profiles to showcase your work culture, the benefits of working for your company during the peak season and the opportunities available. Engage with potential candidates through these platforms. That means keeping content fresh and making sure it’s authentic. Answer questions and be diligent about responding to comments online.
Offer Training and Upskilling
Provide training or upskilling opportunities to seasonal workers, making your job openings more attractive. This could include certifications, soft skills training or industry-specific courses.
A strong employer brand can attract and retain top talent. Highlight the positive aspects of working for your company, such as a supportive work environment, career advancement opportunities or employee benefits. Employees want to know what’s in it for them. Show them.
Keep communication channels open with your talent pool throughout the year. Send periodic updates about your company’s activities and job openings. Build relationships and stay engaged with potential candidates year-round. Make sure you have a list of “in a pinch” candidates who you can call, and should you need to refer to that list, be sure to compensate those employees appropriately. Don’t get into the habit of ghosting!
Recognize that many seasonal workers may have other commitments. Students, for example, might have pre-planned vacations. Offer flexible work schedules or part-time positions to accommodate their availability.
Onboarding and Orientation
Create a comprehensive onboarding process that ensures seasonal workers are well-informed about their roles, the company culture and safety protocols. Don’t treat any employee as temporary. Make sure your seasonal employees feel part of the team.
Recognition and Rewards
Recognize the efforts of your seasonal workers and provide incentives and rewards for exceptional performance. This can lead to better retention and motivated staff.
Building relationships with seasonal workers is an ongoing effort that doesn’t depend on the season. By consistently nurturing your talent pool and treating seasonal workers well, you’re more likely to have a reliable and motivated workforce when you need it most.