5 Tips for Recruiting Seasonal Employees

News May 10, 2022

As we gear up for better weather, more backyard BBQs, and the right to wear white after Memorial Day, some employers are diving into their busiest season, the summer. You will struggle if you rely on your year-round recruiting tactics to get seasonal employment.

While recruiting has become even more challenging post-pandemic, seasonal workplaces have an even more brutal reality. Sourcing to fill your seasonal roles can put a strain on your HR department, and here are some tips to help find the talent you need this summer:

  • Start your process early: This may seem like an obvious statement, but it is probably one of the most important. Your candidates will start looking for their jobs early; you will not want to procrastinate. The extra time will also give you the luxury of weeding through the talent pool and finding your most qualified candidates.
  • Fish where the fish are: You may be used to posting on job sites like indeed, but is that how all applicants such as Gen Z are looking for their summer gigs? Think outside the box. Can you connect with a local college’s career center or host a virtual job fair? Think of ways to communicate with your potential candidates on social media platforms like Instagram, Facebook, and even TikTok.
  • Referrals are king: Your current seasonal employees know your company best. They are a massive resource for helping you network and navigate your way through finding the best seasonal talent. Incentivize them through an employee referral program that offers bonuses and other perks.
  • Streamline your process: Be ready to move fast when you find a candidate who is a fit. This labor market is not favorable to companies dragging their feet in hiring. If you take too long to make an offer, you risk losing them to someone who was able to hire them fast. You’ll also want to make the process easy for them. Consider things like virtual interviews, on-the-spot hiring interviews, and interviewing candidates on nights and weekends.
  • Update your job descriptions: Customize your job descriptions to the role’s needs. Meet with past employees to determine what they did daily to ensure that it is part of the current description. Highlight the perks of your organization and work with your marketing department to make sure your job descriptions reflect your company culture. It’s important to “sell” your company to applicants that may be receiving competing job offers!

We know that recruiting can be tricky! If want to focus on your other priorities, leave the recruiting to us.