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Seasonal employment can be a great choice for employers and employees alike. Workers have an opportunity to find a quality position while working fewer hours than is typically required. Some of these employees are working two jobs, or are balancing education with work.

Additionally, employees have the flexibility of hiring workers for a restricted amount of time. Many companies take advantage of this form of hiring during their busiest seasons. Here are a few crucial tips for hiring seasonal work.

1. Adapt the Recruitment Process

Seasonal work is very different from permanent or long-term work. The job description, employees and the overall work relationship will be distinct. For this reason, the recruitment process should be adapted specifically for seasonal work.

Monster.com recommends being frank about the length and expectations of the seasonal work. Typically, there are more restrictions when compared to permanent work. Employers should be open about these specifics. Potential employees will be more willing to accept a position that has a clearly defined description.

2. Consider Outsourcing Hiring Process

Depending on the nature of the company, some employers may find outsourcing their recruitment process to be a cost-effective strategy. Hiring for seasonal work can be difficult as the hours and jobs are somewhat abnormal. However, investing in RPO can be a great way to find the perfect match. Instead of wasting time and energy finding the perfect employees, experts in recruitment will do the work themselves.

This leaves companies extra time to focus on the most crucial aspects of the business.

3. Advertise for the Position

Many employers make the mistake of assuming that seasonal work will be easier to find than permanent work. However, a majority of people seeking work are looking for a full-time job with benefits.

In fact, over 20 million Americans have dropped out of the workforce since 2000 making the available candidates for hire even smaller. Employers should be just as aggressive and strategic in the advertisement for hiring seasonal work.

Another great way of advertisement is by word of mouth. Speaking with people within the same industry may yield some promising leads. However, this strategy is typically reserved for smaller businesses.

4. Clearly Define the Job Description

Unclear job descriptions can lead to all kinds of problems. Primarily, fewer people will apply for a job that doesn’t have a clear significance. Disagreements and arguments can often erupt between employees and employers when certain particularities such as an hourly wage and duties aren’t properly agreed upon beforehand.

In order to avoid these mishaps, employers are encouraged to clearly define their seasonal job descriptions. Many employers forgo this step under the rationale that seasonal work is not as serious or critical as permanent work. Under any circumstance, it is important for both employees and employers to be clear about the job description.

5. Cover All Legal Requirements

As with any employment, it is important to make sure all legal requirements are accounted for. Employees must decide how they will define the working relationship. Some companies prefer to hire seasonal employees as independent contractors while others prefer labelling it as standard employment.

While there aren’t many significant differences, the filing process will differ. Furthermore, businesses should be aware of their state’s employment requirements such as minimum wage and full-time work.

There is a popular misconception that hiring seasonal work is simple and requires less work. However, employers are advised to spend as much time in the hiring process for seasonal work as they do for permanent work.

After all, seasonal employees will still have a significant effect on the production of the company. It is also important that employees recognize the unique characteristics of seasonal work and approach it accordingly. This means that recruitment processes, advertisement and legal papers will all have to treat differently.


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