The busy season is on the way and that means it’s time to start thinking about additional hands to help out with all the extra work that needs doing. But finding good help really is hard these days and it can be pretty disheartening to discover that your staff doesn’t care about your business as much as you do.
But when it comes to bringing on great employees (seasonal or otherwise), it’s not about getting your job posting in front of the highest volume of people – it’s about seeking out the right people. And in order to do that, we’ve got a few tips on digging up that diamond in the rough to be the perfect fit for your company’s needs.
Let’s face it. If you’re hiring someone for a seasonal position, chances are good that this job isn’t going to be their number one priority. It may come secondary to a primary job, school, family, or travel. It’s likely a way to earn extra money or fill their free time – and that means that your idea of the job and theirs are likely to have some differences.
Being flexible and willing to adapt to the needs of a good prospective employee can make the opportunity successful for both of you. Do they need flexibility with their schedule? Give it to them (within reason – you’re hiring because you need help, after all). Do they want to be paid weekly? Biweekly? Monthly? If it makes sense to change things up to suit their needs, don’t be afraid to do it. And don’t look at it as making a concession or losing a negotiation – think of it as a way to ensure that your new employee is going to do a great job for you.
When it comes to finding employees, one of the biggest factors for your job description is the experience and skillset needed to be successful. If you need a highly skilled worker – like a graphic artist, web designer, etc., then you might not have much luck outside of the normal recruitment tactics of job boards and classifieds.
But if you just need extra hands to perform unskilled labor or simple, repetitive tasks, there may be other options out there. Consider workforce initiatives for people with physical handicaps or other disabilities, or placement programs for ex-cons and individuals that are homeless or otherwise distressed.
Concerned about using one of these programs for your business? It might seem like an act of desperation – but in fact, it’s the exact opposite. The representatives for these programs should be able to provide you with a wealth of information on the benefits of putting their clients to work. They can also give you proven data on the risks and rewards of placing your trust in a non-traditional employee.
Maybe you just don’t have the time to find seasonal employees, but you desperately need the extra help. Staffing firms, temp agencies, and other recruitment opportunities exist for just that reason – to help busy employers increase their capacity without sacrificing the time and resources needed to onboard new personnel.
Working with a staffing agency to fill the gaps in your employee base might cost a little bit of money; and it may even take some time, working with the firm’s representative to fill them in on your needs and expectations. But as you refine the process for bringing on new team members from an outside agency, you’ll find that it can save you precious time and energy in the long run.