Seasonal Employees: Expert Tips for Hiring the Best

When business ramps up, companies often beef up their workforces with seasonal employees. Take retail giant Target for example. The big-box store is hiring over 800 seasonal employees this year for their Oahu locations alone!

Though seasonal workers are only with your company for a short time, they still require the same caliber of recruiting as permanent employees. That entails crafting clear job descriptions, posting compelling ads, sorting through resumes, and screening and interviewing candidates.

“It’s challenging,” says ALTRES Personnel Manager Lisa Kodama of recruiting seasonal workers.

“With Hawaii’s unemployment being so low, employers need to adjust their recruitment methods.” Kodama, who specializes in temporary placements, has over 18 years of staffing experience and is well aware of the obstacles the state’s tight labor market is creating for employers.

So, how can your company snag the best seasonal workers this year?

Be flexible when recruiting

Sometimes employers are too hard-set on finding a candidate who checks every box on their list of requirements. The key to finding great temporary workers, according to Kodama, is to be flexible.

“You can’t be too picky or stall on decision making,” she says. “Otherwise you’ll lose candidates.”

Expert tip: Hire for attitude as much as aptitude. If skills and experience levels are limited, look for individuals who present well and show strong initiative. Most seasonal work is about dependability, availability, and commitment, not elaborate or highly technical skillsets.

Offer a completion bonus

The last thing you want is a no-show during peak business hours. Offering a bonus to an employee who successfully completes their seasonal assignment is not only an attractive perk, but it minimizes staff turnover.

“It helps keep those short term employees for the seasonal period you need them,” says ALTRES Industrial Manager Shani Silva. Silva has worked with Hawaii business of all sizes during the last 20 years and says that a bonus can be beneficial for companies, especially those who have a lengthy training process.

Expert tip: Think about offering a bonus after an employee works a specified amount of hours. For example, you can pay out a $50 reward to an employee who successfully completes at least 80 hours of work.

Look for long-term potential

Seasonal positions are a good way to audition candidates for permanent roles on your team. While you want to hire individuals who can fill short-term workforce needs, it’s worthwhile to look for those who also show long-term promise. Look for employees who are not only a good match for the position, but for the company as a whole.

Expert tip: Keep a mental inventory of the permanent roles your company is looking to hire. Always be on the look out to see how seasonal employees measure up to those positions and who adapts easily to your company culture.

Keep in touch with seasonal workers

Keep in touch with seasonal workers year round—not just in the months leading up to your busy season.

“The more you keep in contact with them, the more likely they’ll reach out to you first when they’re looking for seasonal work,” says Silva. “That can be the difference between operating at full-speed and running short staffed during your company’s busiest times of the year.”

Expert tip: Schedule periodic touch points with your seasonal workers. Maybe it’s sending greeting cards at the beginning of the New Year. Or perhaps it’s inviting seasonal workers to company gatherings. Do what you can, however small, to stay top-of-mind all year long.