Staffing Tips for Seasonal Hiring this Fall
It’s time to start planning your seasonal hiring strategy. Your busiest season is the optimal time for you to put your best foot forward to serve your customers. It’s crucial to recruit and onboard seasonal workers who embody the best your organization has to offer. Here is a seasonal hiring checklist for retail employers with five tips to help you assemble an optimal staff this fall.
Don’t Assume it Will Be Easy
Businesses often benefit from hiring folks with a can-do attitude rather than looking for people with experience or training. Dependability and motivation are often more critical to temporary work than specific skills. Give preference to successful candidates who wish to return for another season. A bonus at the end is often all it takes to encourage temporary employees to stay as long as you need them.
Dedicate Sufficient Resources to Training
You can’t throw seasonal hires onto the floor to sink or swim and expect success. Your seasonal employees aren’t fillers for your schedule; they’re the face of your organization during your busiest time. Without them, you can’t serve your customers. It’s worth using precious resources to train them properly. Take the time to develop a targeted seasonal workforce training program that can be implemented efficiently.
Don’t Cut Corners
It’s tempting to cut corners for seasonal hires, but don’t do it. Poor-quality seasonal employees can do incredible harm to your business and reputation. Fraud and theft levels among temporary workers are high, as are substance abuse and other issues. To streamline your hires, try the following:. Use one staffing vendor. Promising all your business to one firm will get you the time and attention you need.
Avoid Legal Minefields
A well-defined policy describes who you screen and why your screen is essential. Employers cannot blindly discriminate against applicants based on a criminal record; skipping screens for third parties and temporary workers is no exception. The crunch of seasonal hiring can sometimes lead to screening mistakes that result in costly problems, including litigation.
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