10 Tips for Managing Seasonal Hiring Like A Pro

With the holiday season just around the corner, businesses across the country are getting ready for their annual seasonal hiring frenzy. Whether you manage a small boutique or a large company, finding the right seasonal employees can make all the difference in keeping your customers happy during this busy season. Read on for ten tips and tricks for navigating the world of seasonal hiring. 

1. Start recruiting early 

Seasonal hiring can be a challenging task for businesses. This is especially true when it comes to securing the best candidates. To ensure that your company has a successful seasonal hiring process, it is key to start recruiting early. By starting the recruitment process early, you can get a head start on attracting top talent before your competitors do, resulting in a greater pool of qualified candidates having a direct positive impact on production and sales. 

2. Clearly define the roles and responsibilities 

By clearly defining the roles and responsibilities of each seasonal hire, managers set proper expectations, ensuring new hires understand their tasks and duties and streamlining the onboarding process. Businesses must grasp the job requirements and expectations for each role before beginning the hiring process. Clearly outlining these responsibilities during the interview and onboarding process will eliminate any confusion and, hopefully, unqualified workers from the application process. 

3. Offer competitive pay and benefits to attract top talent 

To attract the best seasonal employees, employers must offer competitive pay and benefits. While these hires may only be with your company for a brief period, make sure that they feel valued and compensated fairly for their work. Consider offering incentives such as bonuses, employee discounts, or flexible scheduling, enticing top talent to choose your company over others. You will attract better candidates and increase the likelihood of retaining them throughout the busy period.  

4. Communicate with seasonal staff 

Business owners and managers must maintain open lines of communication with seasonal staff to ensure a successful and smooth hiring process. By regularly soliciting feedback from your seasonal employees, you can address staff concerns, preventing them from becoming larger problems. Regular check-ins are the hallmark of a supportive work environment where employees feel valued. Feedback gained from regular communication with seasonal staff can also inform improvements in the hiring and training process for future employees. 

5. Show appreciation for seasonal employees 

Recognize the valuable contributions of seasonal employees. Employees hired to help manage increased workload play a significant role in ensuring a successful season for the company. To show appreciation for their hard work and dedication, consider offering incentives. Incentives like bonuses, gift cards, extra paid time off, or even small gestures of appreciation can go a long way in creating a positive work environment and motivating seasonal staff. 

6. Provide training 

Provide proper training and make sure seasonal employees are prepared for their roles. This training should include information on company policies and procedures as well as job-specific responsibilities. Companies gearing up for a rush of seasonal hires to meet the demands of increased business must not only hire fresh staff but also invest time and resources into training, to minimize the learning curve for new hires and reduce the risk of human error and wasted resources. 

7. Consider hosting job fairs or online hiring events 

The recruitment process can be time-consuming and overwhelming. Hosting job fairs or online hiring events is an effective way to streamline recruiting. Hiring events allow companies to connect with a large pool of potential candidates in a short amount of time. Job fairs provide a physical space for employers to show their company culture and interact with interested applicants. Through online hiring events, hiring managers can benefit from the convenience of virtual recruitment from the comfort of their homes. In-person and virtual events can attract a diverse range of candidates and help companies find the right fit for their seasonal positions. 

8. Use social media and online job boards 

One of the best ways to reach a larger group of candidates is by using social media and online job boards. With the rise of technology and the widespread use of social media, these platforms have become tools for recruitment. By posting job listings on popular social media platforms, companies can reach a wider audience, attracting potential candidates who may not have otherwise come across their job openings.  

9. Offer flexible scheduling 

During peak seasons, businesses often experience a surge in demand and need more help to keep up with the workload. This is where seasonal employees come in. They provide temporary support during busy times. However, these employees may have other commitments or obligations that limit their availability. To attract and retain top seasonal talent, businesses need to offer flexible scheduling options, allowing employees to work within their preferred hours and accommodating any conflicts they may have. Through flexible scheduling, businesses can ensure that their seasonal workers are happy and motivated, leading to increased productivity and better results. 

10. Provide opportunities for advancement 

Be on the lookout for standout talent with a strong work ethic. Reward exceptional seasonal staff with opportunities for advancement or permanent positions. Offer training programs and development opportunities for seasonal hires to enhance their skills and knowledge. By doing this, companies not only keep the top talent but also create a sense of motivation and loyalty among their seasonal employees.  

Hiring seasonal employees can benefit businesses in many ways. From filling temporary gaps in staffing to increasing productivity during busy seasons, seasonal workers play a crucial role in the success of a company. By following these ten tips and strategies, businesses can attract top talent, retain seasonal employees, and create a positive and productive work environment for everyone involved. 

Are you an employer looking for seasonal help? Contact Peoplelink today! 

Are you a job seeker who wants to learn more about seasonal employment? Check out our blog on seasonal work and reach for us today! 

Untapped Talent: Creating an Inclusive Hiring Process for Autistic Workers

According to a recent study, the unemployment rate for U.S. adults with autism is around 40%. An estimated one million autistic Americans will be reaching adulthood in the next ten years. With a possible labor shortage on the horizon, employers looking to expand their workforce should consider making their hiring process more inclusive. By taking steps to ensure the hiring process is welcoming and supportive for autistic individuals, employers can attract, hire, and retain an often-overlooked group of candidates with unique and valuable skills.

Benefits of Hiring Autistic Workers

Facilitating the hiring of autistic candidates as an untapped resource can benefit companies, as autistic workers are often exceptionally detail-orientated and strong problem-solvers. Their ability to focus on tasks with precision and accuracy can make them invaluable assets in roles that require analytical thinking. A supportive and inclusive work environment can help autistic employees thrive and contribute meaningfully to the team. Harnessing the unique perspective and creativity of autistic individuals can lead to innovative solutions and fresh approaches to challenges in the workplace, driving company success.

Employers prioritizing neurodiversity by hiring autistic workers benefit from a more inclusive work environment that fosters understanding, empathy, and collaboration among all employees. By creating a supportive and inclusive environment, employers can empower all employees to thrive and succeed. By recognizing and embracing the diverse skills of autistic workers, organizations can not only enhance team dynamics but also cultivate a more dynamic and adaptive organizational culture that thrives on diversity of thought.

Tailoring Job Descriptions and Interviews for Autistic Candidates

Tailoring job descriptions is key to adjusting the traditional hiring process for autistic candidates. Hiring managers should focus role descriptions on specific skills and competencies rather than ambiguous traits to help candidates better understand position requirements. Based on their understanding of keywords and the responsibilities of the job, autistic candidates can better highlight their abilities and potential contributions to the organization.

During interviews, hiring managers should focus on clear communication styles and reducing sensory distractions. Employers should phrase and explain questions as clearly as possible, using real-life scenarios. In addition to detailed, clear communication, supplementing the traditional interview process with hands-on activities such as game-based assessments allow autistic candidates to showcase their skills. Finally, employers should remember not to interpret body language when interviewing autistic candidates as they may find behaviors like making eye contact to be challenging.

Providing Support and Resources for Successful Integration

Employers can create a welcoming environment by implementing autism training for managers and coworkers. Training can include strategies for effective communication, information on sensory sensitivities, and education on behavioral patterns to ensure a smooth integration process for autistic employees. As a result, autistic candidates can bring unique perspectives and skills to the table, benefiting both the individual and the organization.

Offering mentorship programs within the organization can provide ongoing support to autistic employees, helping them navigate social interactions and job responsibilities, ensuring they feel valued and supported in their roles. Autistic individuals often struggle with interpreting body language and social cues, making it challenging for them to thrive in traditional workplace environments. By pairing them with mentors who understand their unique needs and communication styles, companies can help other team members learn how to better communicate and collaborate with neurodiverse individuals.

Creating an inclusive hiring process for autistic workers is not only the right thing to do, but it also benefits companies by bringing in diverse perspectives and talents. By following the steps outlined in this blog post, companies can help ensure that individuals on the autism spectrum have equal opportunities in the workplace and feel valued for their unique abilities. Embracing diversity and making accommodations for diverse ways of thinking and working will ultimately contribute to a more inclusive and successful work environment.

Are you looking to expand your workforce? Contact Peoplelink today for expert advice!

Women’s Work – Changing the Connotation Over Time 

As National Women’s History Month draws to a close, we would like to reflect on women’s role in the workforce throughout history, including challenges encountered along the way and progress in overcoming those challenges. Understanding this history is not only important for recognizing the contributions women have made to economic growth, but also for appreciating the diverse perspectives, skills, and ideas women bring to the table, which have driven innovation and productivity in various sectors. 

Supporting Family and Community 

During early agricultural societies, women played a crucial role in family-based economic activities such as farming and cottage industry manufacturing. Women actively participated in agricultural work, including planting, harvesting, and tending to livestock. They played a vital role in ensuring food security for their families and communities. In addition to farming, women engaged in various cottage industry manufacturing activities. They crafted textiles, made pottery, and produced goods such as candles and soap. The economic contributions made by women were essential for sustaining households and supporting local communities.  

Enduring Factory Work 

The Industrial Revolution marked a pivotal turning point in women’s work experiences. With the mechanization of production processes, there was a significant shift towards factory employment for women. The demand for female factory workers surged due to several factors, including employers’ view of women as cheap labor, women’s perceived adaptability to monotonous tasks, and women’s availability for employment due to societal norms dictating they focus on domestic work.  

As part of the workforce, women faced many challenges including poor working conditions. Long hours, minimal breaks, and unsafe working environments were common. Additionally, women strived to balance their work responsibilities with traditional domestic duties. Women have played a crucial role in the labor movement, fighting for improved working conditions as part of their larger battle for gender equality. Notable figures in this fight include Sarah Bagley, a champion for reform in factories.  

World War I had a profound impact on women’s employment opportunities, opening new fields of work that were previously male dominated. The war created a demand for workers in various war-related industries, such as munitions manufacturing, shipbuilding, and textiles. With millions of men being drafted, women stepped in to fill these roles. This shift challenged gender norms and pushed the boundaries of women’s roles in society. The significant contributions made by women during World War I helped challenge societal perceptions about women’s capabilities and undermined the notion that certain jobs were only suitable for men. This shift laid the foundation for future advancements in women’s rights and equal opportunities in the workforce. 

The Backbone of the Staffing Industry 

The expansion of women’s employment during World War I was a turning point in history, providing a glimpse of what women could achieve when given the opportunity. While women embraced these new employment opportunities and contributed significantly to the war effort, their roles were often seen as temporary. Once the war ended and men returned home, there was pressure for women to leave their jobs and resume their traditional roles as wives and mothers. It was during this time the staffing industry began with female employees. In 1946, a business owner “loaned out” one of his two office workers to a frantic customer who needed urgent but temporary help. He thought if one of his clients needed help, other companies could use this service as well. With a labor pool of women who had lots of experience working in many industries during the war, the idea took off. Women, now returning to more domestic pursuits, liked the idea of part-time flexible work hours which would allow them to be homemakers as well.  

Striving for Equality 

The second-wave feminist movement of the 1960s and 1970s brought issues of workplace discrimination to the forefront of public debate. Eventually, this led to legislative victories such as the Equal Pay Act of 1963 which prohibited discrimination on account of sex in the payment of wages by employers engaged in commerce or the production of goods for commerce. Even with these advancements, women continue to face challenges in the workforce today. 

Despite considerable progress over the years, women still encounter obstacles when it comes to moving up the corporate ladder. One such barrier is the infamous “glass ceiling”, which refers to the invisible barriers that prevent women from reaching top-level positions in organizations. Another major challenge for women is striking a balance between their professional aspirations and family responsibilities. Potential strategies to address these challenges and create a more equitable working environment include promoting inclusive leadership practices and implementing family-friendly policies such as flexible work arrangements and parental leave. 

A Personal Perspective 

Today at Peoplelink, women comprise over 70% of the corporate workforce. We asked Shannan Manix, SVP of National Sales and Services, to share her thoughts on working in the staffing industry. 

What challenges did you have to overcome, if any, that arose from being a woman in this field?  

As a woman who started in the staffing industry 25 years ago – Advancement opportunities for women in leadership positions were often limited, and breaking through the glass ceiling required determination, perseverance, and proving myself repeatedly in a male-dominated industry. Balancing the demands of a career in staffing with family responsibilities as a single mom was often challenging. The industry’s fast-paced nature and long hours sometimes made it difficult to maintain a healthy work-life balance.  

What do you consider your greatest accomplishment?  

Watching women whom I had the privilege to mentor become successful in this industry or in their careers in general. I want people to see if she can do it, I can too.  

How have you seen the industry change over time with regard to women working in the business?  

Women are now occupying more executive roles, including CEOs, presidents, and founders of staffing firms, demonstrating greater gender diversity at the top levels of organizations. The industry has become more inclusive, offering greater opportunities for women to advance in their careers and take on leadership roles. Companies are increasingly recognizing the value of diverse leadership teams and are actively promoting gender diversity and inclusion initiatives. 

Studying the history of women in the workforce is essential for the understanding of economic development and the contributions made by women throughout history. From early agricultural societies to the Industrial Revolution and beyond, women have played vital roles in sustaining households, local communities, and various industries. By supporting women-owned businesses, participating in mentorship programs, and advocating for policy initiatives that promote inclusivity, individuals can advocate for equal opportunities. 

Do you need to build your workforce? Peoplelink Group offers a range of staffing services that can help any business, big or small. Contact us today to get started.