Attracting Seasonal Workers: An Employer’s Guide
The article "Attracting Seasonal Workers: An Employer’s Guide" discusses the challenges retail and transportation industries face in hiring around half a million temporary workers each holiday season, emphasizing the importance of starting recruitment early, managing the hiring process efficiently, and addressing labor shortages amid economic uncertainty to successfully meet increased seasonal demand.
Attracting Seasonal Workers: An Employer’s Guide
Sep 24, 2024
HR and Recruiting Industry Information
It’s that time of year again, when retail companies need to bring on temporary workers to assist with the influx of shoppers. Attracting seasonal workers can feel like a challenge, particularly when you’re managing the hiring process manually. Check out our guide to bringing on the temporary labor your company needs to succeed this holiday season.
Seasonal Work By the Numbers
According to data from the National Retail Federation, the industry brings on around half a million temporary workers each year during the holidays. Typically, the hiring process begins sometime in October to ensure enough time to train and prepare the new hires for the busy season that starts the following month.
The 500,000 number doesn’t include the transportation and logistics industry, which sees a major influx in demand during the holidays. As people order gifts online and ship them to loved ones all over the globe, transportation companies need extra help delivering packages.
One of the key challenges among retail companies is finding talented individuals who are interested in seasonal work. An uncertain economy and ongoing labor shortages further contribute to the difficulties faced by retail organizations, leaving leaders wondering where to turn to find skilled workers.
3 Tips for Attracting Seasonal Workers
When facing competition from other companies, use these tips to boost your hiring efforts and get better temporary workers on your teams.
Simplify the hiring process
Today’s jobseekers don’t want to spend a lot of time filling out an application, especially since they may be applying to 10+ jobs in one sitting. If your process is too complicated, it’s likely that your application abandonment rate will go up. And when that happens, you’re potentially missing out on talent.
By creating a simple application process, you can get more people to compete for open jobs. This effort has proven successful for UPS, as the global transportation company slimmed down its online hiring process to be completed in under a half hour. Considering that the company reported an increase in the time to fill by 15 percent in 2022, any efforts to bring that number down are worthwhile.
And while you’re at it, make sure you’re taking advantage of all available tools. An applicant-tracking system is an absolute must for high-volume hiring. The last thing you want to worry about is spending hours on manual processes, including posting positions on various job boards, sifting through applications, and scheduling interviews. Explore how ApplicantStack can support your hiring needs with a streamlined process.
Offer what jobseekers want
Even temporary or seasonal workers have demands, and you’re more likely to get qualified individuals if you can meet them. Nearly half of retail workers are unhappy with their current wages, so offering a higher rate could be the difference-maker in your hiring efforts this year.
Flexibility is also highly valued among workers in this demographic. Approximately 85 percent want to know that their schedules and shifts will be flexible, so look for ways to make that happen. For example, allowing seasonal workers to swap shifts could save time and provide that much-needed flexibility.
Focus on soft skills
It’s tempting for a hiring manager to overlook certain skills in favor of work experience. But depending on the role, an extensive work history may not matter as much as showing empathy or being polite to customers. Since retail workers often interact with the public regularly, it’s worthwhile to focus on some of the skills that aren’t as easy to teach. Genuine enthusiasm and a friendly personality can go a long way and make up the difference when an individual hasn’t been in the workforce as long or has taken some time away.
Seasonal Worker Retention: Does It Matter?
You may wonder whether efforts to retain seasonal hires are worthwhile. After all, you likely won’t need them after the busy season ends, right? Well, here’s something to think about: That busy season comes around every year. Why not invest in workers who are interested in returning year after year?
By taking a few additional steps with the seasonal workforce, you can boost loyalty and encourage them to return in the future.
- Prioritize worker well-being
- Offer development and training
- Provide scheduling flexibility
- Offer competitive wages and perks
As you establish your seasonal hiring plan, consider how you can improve the experience for everyone involved. Making a little extra effort can go a long way toward attracting candidates and helping them feel invested in their roles.
Try ApplicantStack for free and step up your hiring plans this year. Attracting seasonal workers just got a whole lot easier!
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