It is fair to say that hiring seasonal workers is a great deal different from hiring permanent staff. Seasonal hires have to arrive with previous experience in the role or be a very quick learner as there is so little time in which to train these staff. New technologies do allow companies to train staff in work practices and safety protocols but it is critically important for hiring managers to try to get the best staff possible to achieve a successful holiday season.
Here we look at 5 hacks for getting the best staff and training them for the role fast. Just because they may not be with you for long doesn’t mean that they won’t have a significant impact on your sales and on your company image so it is time well spent to prepare for the interview stage of the hire.
Seasonal means seasonal
When hiring workers in for the holiday season it is important to establish how long the job will last. If you only require staff until the New Year sales period is over then you should be clear about that. It is easy for staff to misunderstand the extent of the position and be disappointed when the contract comes to a close. For example, at the interview stage you could ask, “What do you hope to gain from the role between now and it’s completion on January 7th?”. Inquiring about other positions they are applying for is also a good way of clarifying if they are really interested in a short term position or if they want something more permanent. It might be valuable information if they turn out to be talented team members!
Must-Have List
- Assembling a list of must-have qualities or experience is an excellent way in which to structure your interview questions. If you know that you require a candidate with customer facing experience or an enthusiastic and positive personality (who doesn’t) then you can ask questions that seek out those people.
- Before you sit down with any candidate for an interview consider the day-to-day tasks they will be performing, what type of pressure they will be under and what skills they need. You can then create a list of behavioral interview questions that probe into those tasks, stressors and must-haves.
- For example, “Tell me how you have dealt with a difficult customer wanting a full refund on a damaged return item?.” Or, “What was the most stressful part of your previous position?”
Sell Your Company
- Remember that your company is on display also through the hiring process and being as attractive as possible to candidates not only represents your company out into the community it also increases your chances of snagging the best people out there. Part of your policy should be communicating what makes your company a great place to work. Therefore it is important to work on you company profile online and your ‘About Us’ page highlighting advantages of your workplace generally and staff development in particular. Any company events or staff appreciation days can also be documented to show off company culture.
- Here also is an opportunity to outline any employee discounts, bonuses or perks which reflect well on the company and motivate staff to achieve sales or service goals. Make sure compensation is in line with other employers in the area or industry averages. This bottom line is one of the key judging criteria (surprise, surprise) for potential hires.
- Finally, a respectful attitude to all candidates, no matter if they are poorly prepared is important as they may be potential hires in the future and customers before then.
Screen Your Interviewees
- There are a number of simple techniques to weed out unsuitable candidates before going to the expense of interviewing them face-to-face. Chief among these is the phone interview which allows recruiters to have an initial conversation with a potential and see if they are available, qualified and seem to fit the judging criteria.
- There are also online testing options such as psychometric tests which candidates can take to get an idea of their strengths and weaknesses. These can be used to target questions further in the face-to-face interview also.
Seasonal staff might be your next CFO
With good planning and a solid recruitment strategy your company should be able to find the best candidates to manage the extra workload of the seasonal rush. It is also an excellent opportunity for your business to try out staff for a short period with a view to offering a more permanent position after the season ends. There is no better way to test a candidate than on the shop floor. A good working experience for a young worker could also mean that they will return to you in years to come after they have finished their studies or gained further experience.
The seasonal hiring rush is one of the big recruitment challenges of the year for any retail company but it is also a challenge for your management staff in training terms. Time is very limited to provide company training, health and safety training and capturing new hires registration and payroll information. Using an online orientation or orientation platform allows companies to build an online training course in advance of their start date. This technology is helping businesses to get started for the holiday season on the front foot as well as giving an excellent first impression to the new hires. If your organisation requires further information on streamlining your hiring process feel free to contact us and we can walk you through the software solutions for this coming season.
