Hard to believe, but we’re coming up on the end of 2021. That means it’s time to prepare for hiring those seasonal workers you need to help handle the year-end rush, in addition to those newly opened permanent jobs.
This might seem like a big lift in what’s already a busy time, but it doesn’t have to be.
Here’s some advice on how to manage.
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Be reasonable and think ahead.
As the sand in the year’s hourglass starts to approach the end, know that people will have competing priorities and demands on their time. Someone looking for a seasonal job is still juggling priorities and demands on their time too; permanent employees might not be available to start a new job until after the first of the year. Make your expectations about start dates clear in your job postings and move as quickly as is possible when starting the interview process. This will also allow you to bring in the help you need sooner!
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Keep job listings fresh.
Unemployment rates are still on the higher-than-normal side due to the pandemic, and someone who has visited your site before might have reviewed what looks like the same job a few times in the past several months. Make sure your job postings are up-to-date and accurate, including some information on safety precautions you’re taking to keep employees healthy. If there’s a deadline for applications, make sure that information stands out and, if this is a seasonal position, include those dates as well. Job postings should be reviewed from time to time to recapture the attention of someone who might have brushed it off earlier but could be a great candidate.
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Post in the right places.
Time is short to find good holiday help! Give your social media presence a review and see if it can be better utilized. Do you normally post your job listings there? You should, especially for seasonal help, as that’s where younger employees and those scrolling for job information will be looking. Have you included LinkedIn as one of the places where available jobs are published? Your more senior-level positions will rely more on the “professional” platform, but Facebook and Twitter are important too as they can help reach a wider audience. Make sure, too, that you’re utilizing professional labor organizations, industry groups, and vocational programs at nearby schools to help get the word out.
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Incentivize your current team.
It seems everyone knows someone looking for a job right now. If you don’t already, consider offering a referral bonus to anyone who brings in a candidate that gets hired for a position, either seasonal or permanent. You’ll wind up with a candidate who’s at least somewhat more familiar with your company than a candidate coming in cold, and you’ll have a solid reference from someone you already know and trust, plus that established employee will appreciate a little extra money in their pocket as holiday shopping starts. It’s a win-win-win!
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Remember that it’s a job seeker’s market.
Even with higher-than-normal unemployment numbers, there are jobs to be had for people who are looking. What might make the biggest difference is what you’re willing to offer new hires. Are flexible schedules an option? Especially for people looking to pick up a second job in advance of holiday shopping, the availability of evening and weekend hours can be a draw. Whatever you can add to sweeten the pot and make your jobs more attractive, the better quality of candidate you can bring in.
Things are still a little unorthodox this year, but that doesn’t mean there’s a shortage of good candidates looking to join a company like yours, either for now or for good.
Debbie’s Staffing is standing by, ready to help you find candidates with the kind of skills and work experience you’re looking for! We specialize in helping our clients find the workers they need — and fast. Call Debbie’s Staffing today, and let’s get started!
