For retailers, food service and hospitality, hiring seasonal staff is a reality, but providing seasonal employees with the kind of intuitive onboarding and engaging employment experience they need can seem daunting.

The good news is, seasonal recruiting doesn’t have to be overwhelming. With the right processes and technology solutions, you can identify your seasonal workforce needs early, recruit and hire strong seasonal employees and get them onboarded quickly!

There are a few steps you can take to ensure your organization is prepared to meet seasonal workforce demands. Can you answer these six questions?

1.  How many employees will you need this season?
To determine your seasonal recruiting volume targets, start by looking at last year’s numbers and analyze whether you had the coverage you needed. Did operations run smoothly or were managers scrambling to fill empty shifts at the last minute? What’s your forecast for this year?

2.  Which sources of seasonal talent were most successful in past years?
Where did your top talent come from – past employees, referrals, job boards, LinkedIn, job fairs, etc.? It’s important to cast a wide net in search of qualified seasonal workers.

3.  Is your application process easy to use for applicants and hiring managers?
Is it easy and fast to apply for your seasonal job posting? One study found that recruiters increased the number of candidates from the job ad to completed application by 365 percent when they cut the process to five minutes or less.1

4.  Is your onboarding process working for your seasonal workforce?
Hiring new seasonal staff is costly and time-consuming, which makes getting them up to speed and productive even more critical. Don’t let new hires get bogged down in paperwork. An automated onboarding process helps them feel welcome and become fast contributors.

5.  Are your managers prepared?
Make sure you equip managers with the right tools, data, and insights to be effective when they check-in with seasonal workers. Regular and informal check-ins and opportunities for employees to feel heard and valued go a long way toward providing an optimal experience.

6.  What’s your end-of-season plan?
Seasonal workers aren’t valuable just during busy times. Some may have potential to be longer-term temps or full-time employees, while others may be willing to come back the next season. Having an off-boarding system with tailored exit strategies can lead to a better experience for the employees who are leaving and create a better brand reputation for your company.

Whether it’s the holidays, summer, or back-to-school, retailers and nearly every other industry faces some level of seasonal uptick in hiring volume.

Regardless of which type of seasonality affects your business, there are steps you can take to ensure your organization is prepared to meet seasonal workforce demands. From recruiting and hiring to onboarding and managing a seasonal workforce, learn more details on these tips to help you develop an effective seasonal workforce strategy. Learn more here.

1 SHRM, Study: Most Job Seekers Abandon Online Job Applications (March 2016), Found at

Published: Monday, May 20, 2019