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…
Navigating the peaks of seasonal workforce demand is a critical challenge for many industries. While customer service is always a priority, it’s especially important not to have disruption in your workforce during your busiest days.
Follow this roadmap when considering how to amp up your workforce.
Analyze historical data to understand when your peak seasons occur and the extent of demand fluctuations. Consider factors like holidays, weather, and economic trends that may affect your industry’s seasonality.
Build a Flexible Workforce
You, no doubt, have a core team of year-round employees. It’s also important to build a strong team of seasonal workers to supplement your staff during peak times. Having a group of experienced workers familiar with your work culture and way of doing business help ensure a smoother transition during busy periods.
Plan Recruitment in Advance
Don’t wait until the week before Thanksgiving to recruit seasonal staff. Start the hiring process well in advance to give yourself time to find the right candidates and provide the right training so everything is in place when demand increases.
Partner with a Staffing Firm
Recruiting firms like The Lee Group in southeastern Virginia are experts in finding the most qualified applicants for your seasonal openings. Leave the hiring to the experts.
Offer Competitive Compensation
Competitive wages and benefits can help attract and retain quality seasonal workers. If you’re asking workers to give up Thanksgiving and Christmas days, you need to compensate for that. Consider offering bonuses, discounts or other incentives to make your positions more appealing.
Cross-Train Your Workforce
Cross-training your employees can help you move workers from low-demand areas to high-demand areas more efficiently. This increases flexibility in scheduling during peak seasons. Ideally have those less experienced in certain areas develop their skills during off-peak times.
Regularly assess the performance of seasonal workers. Provide feedback and adjust as needed to ensure productivity and quality are maintained during peak periods. Be sure to be open to new ideas that seasonal workers bring.
Plan for Onboarding and Offboarding
Have a well-defined process for onboarding and offboarding seasonal workers. Have a clear plan for transitioning employees out of the workforce when the season ends and be sure they are aware of all expectations.
Maintain Open Communication
Keep the lines of communication open with your seasonal employees. Address their concerns, offer feedback and make them feel like a valued part of the team, even if their tenure is temporary. Your employees are always your best ambassadors.
Offer Advancement Opportunities
Some seasonal workers may be interested in year-round employment. If feasible, offer opportunities for top performers to transition to full-time positions after the seasonal peak ends.
Stay Compliant with Labor Laws
Ensure that your hiring and employment practices comply with labor laws and regulations, particularly those related to seasonal and temporary workers. This includes issues such as minimum wage, overtime, and labor safety.