The holiday season is make-or-break for many businesses. The best companies look to hire seasonal employees to meet the demand and do so in a seamless way. By taking the appropriate steps, your business can recruit and onboard qualified seasonal staff to thrive during your busiest months and, perhaps, extend employment beyond or have staff lined up for next season.

This article covers key considerations for smoothly staffing up, from attraction strategies to offboarding processes. Follow these tips to assemble a stellar team that’s ready to excel this holiday season.

Recruitment Planning Considerations

Ensuring you have adequate seasonal staffing is crucial to managing the holiday rush. Therefore, the sooner you can plan, the better. However, if you’re short on time, don’t worry! Any business that’s able to offer competitive pay, perks and flexibility is sure to entice quality candidates.

The most critical component of a smooth hiring process is timeliness. Once you've posted seasonal job ads, expect the applicant screening and interview process to take one to two weeks. Move swiftly to evaluate applicants and make offers to top candidates before they get snapped up.

To attract qualified applicants, highlight the pay rate, employee perks, potential for permanent employment and, of course, a thorough job description. Further, make candidates well-aware of the duration of their seasonal employment during initial interviews. Additionally, let them know you’ll provide a minimum of two weeks’ notice for their final shifts. This will help establish a sense of trust and respect and set the stage for a smooth offboarding process down the road.

5 Strategies for Recruiting Your Holiday Season Dream Team

Other companies are looking to attract the best-of-the best seasonal employees, too. You need a top-notch recruitment strategy that is destined to entice the talent you require to thrive this season.

Use these proven strategies to recruit skilled candidates:

• Provide competitive pay. Research seasonal pay rates and offer hourly wages above minimum wage, if at all possible. Further, bonuses and overtime pay are a primary motivator in enticing superior seasonal employees.
• Highlight perks. Tout employee discounts, flexible schedules, potential for permanent employment and employee benefits as applicable. These perks attract applicants and can set you apart from others hiring seasonal team members.
• Offer flexibility. Accommodating students' exam schedules, parents' childcare needs and the like with flexible shifts shows that you genuinely care for your team beyond the workplace.
• Act quickly on applications. Don’t let a great team member slip through your fingers. Respond to applicants and conduct interviews in a timely and efficient manner.
• Show appreciation. The smallest gestures can go a long way for employees, especially during an already stressful holiday season. Consider the small acts of kindness you can take to make a difference like providing break room snacks or writing thank you notes to your team.

Smoothly Wrap Up Seasonal Employment to Benefit All Parties

As the busy holiday season winds down, it can be tough transitioning seasonal workers off your team. These employees, although temporary, can create genuine connections with colleagues and leadership, sometimes making the dismissal process difficult or uncomfortable. However, there are techniques for making this transition positive and professional, including:

• Post-Holiday Season Party: This simple act can go far in making these employees feel valued and appreciated. It also gives them a final opportunity to enjoy non-work time with the colleagues they’ve come to know and, in some cases, bond with. It doesn’t need to be elaborate or expensive.
• Reference Letters: Consider offering reference letters to high-performing seasonal workers. This can them secure future roles and create goodwill relationships between you and the employee, opening the door to future employment opportunities and increasing the likelihood of them speaking highly about your company.
• Exit Interviews: Constructive feedback can benefit both parties. Ask the employee about their experience and if they have suggestions to improve the hiring process, training, working environment and other relevant areas. This information can be used to create a more efficient, enjoyable experience for future workers. It also demonstrates that management cares about a positive environment for all employees, regardless of employment length.

Trusted Advisors for Your Seasonal Recruiting and Rewards

At CBIZ, our experienced talent and compensation experts are here to support companies before, during and after seasonal employment. We provide guidance on competitive compensation planning, employee attraction and retention, and more.

Connect with CBIZ today to learn more about our solutions to attract, reward and retain superior talent this holiday season and beyond.