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Tag: seasonal hiring
Thanksgiving is Thursday, November 22nd in the United States and we’ve created a Thanksgiving recipe for no-fail recruiting.
Most workers have the day off to consume an enormous amount of turkey and all the fixings, watch football and have family squabbles. Families will uncover family recipes they put away last Thanksgiving. Likewise, we uncovered a “Flexicrew family Thanksgiving recipe” for no-fail recruiting.
There are some similarities between preparing the Thanksgiving dinner and managing the recruitment process.
So let’s review the parts of our Thanksgiving recipe for no-fail recruiting and assign them to your work team.
Your hiring manager needs to get this menu favorite assigned to him. It’s the centerpiece of the menu. The hiring manager must plan, organize and oversee the recipe i.e. the recruiting steps or the turkey and the hire will be under or over-cooked.
So prepare in advance to get your main dish to the table on time. Ensure your hiring manager has the necessary tools to interview and select the right candidate for the open position.
You must have stuffing for this Thanksgiving meal. Likewise, you need to be stuffing your recruiting pipeline with qualified candidates. And just like a good turkey stuffing there are a variety of different ingredients you should put into a stuffed recruiting pipeline.
The breading which is the main part of the stuffing, is really like defining a job description. If the bread isn’t any good, the stuffing will be a failure. If you have an ill-defined position, recruiting won’t work out well.
On the other hand, when you add some seasonings you will find your desired recruit:
Put the stuffed candidate pipeline together with the hiring manager, and let the Thanksgiving enchantment begin.
Thanksgiving without mashed potatoes makes the meal fall flat. And the same goes for your hiring process. You might even be able to hire without one, but having a hiring process that covers all of the recruitment steps rounds out the “meal.”
Gravy can save the meal if you have dry turkey or flavorless potatoes. Similarly, a recruiting/staffing partner can make up for a hiring manager that is overwhelmed with work or when there’s a sudden need to hire a number of recruits.
The hiring manager, the candidate pipeline and recruiting process don’t proceed very far without something to make it all more tasty. Having a quality external recruiting/staffing partner can be invaluable to your recruitment Thanksgiving table.
If all your tablemates like fresh, steamed vegetables, it is simple to satisfy expectations. They’re straightforward and easy to cook. Braised green beans offer a lighter, healthier option to balance out a table full of hearty, comfort foods.
Similarly, a well-crafted position description does a lot to meet recruiting expectations. That leads to successful hiring results, employee retention and a positive workplace culture.
If everyone prefers some type of creamy casserole but it ends up as thick globs or like cement, though, that’s different. That’s like an unclear position description which is hard to address. Hiring in that environment is a distasteful situation and retaining staff is impossible.
Which do you prefer? Home-made or canned cranberry? It’s a Thanksgiving tradition for families to debate which is better. In recruiting, do you choose recruit 1 or recruit 2? You might find that you’re having squabbles internally over which candidate to hire that rival family arguments over homemade or canned cranberry sauce.
If your stuffing and mashed potatoes (position you need to hire, job description, what competitors are doing, what potential candidates look like) are first-rate, you’ll have fewer staff disputes over the final candidate, even though there are different opinions.
So decide a few things in advance to simplify recruiting (just like buying ingredients in advance of Thanksgiving Day). For example: who makes the final decision? Is it the hiring manager only? Or hiring manager with input from the team? Is it hiring manager plus HR? Knowing who the final decision maker is will help settle debates and slice away stress.
Of course, dessert is the pleasant part. You’ve picked a favorite candidate, made an offer that was accepted, and you’re starting the recruit’s onboarding. Getting to know a team member and launching a new connection can be like dessert – it’s pleasant. It may not always be a piece of cake, but it is as tasty as blueberry or pumpkin or apple pie.
Well that’s our Thanksgiving recipe for no-fail recruiting. Okay, so some of that was pulling your (turkey) leg. Nevertheless, a successful hire takes some consideration, planning and cooperation just like a great Thanksgiving dinner. If you think about all of the ingredients and overlay them with a bit of humor, you’ll get to dessert and enjoy yourself along the way.
To keep your business headed in the right direction you can start working with Flexicrew Staffing even before you have an opening to fill. We’ll get to know you, your business and your expectations, then, when a need arises, we’ll be ready to act quickly to meet it. For changes in workforce demand at Thanksgiving or ongoing staffing needs you can count on Flexicrew Staffing for workers with the skills to do the job.
Why recruit between Thanksgiving and New Year’s
For many businesses, Thanksgiving through New Year’s marks the start of a distinct period of business. They are involved in end-of-year wrap up, planning for next year, performance appraisals, and, contrary to what some think, recruiting.
Yes, recruiting between Thanksgiving and New Year’s!
Do candidates and employers halt a job search or recruiting between Thanksgiving and New Year’s? Some do, but other companies want to fill spots between Thanksgiving and mid-January. They don’t care to wait until the January to try to fill open positions. But some believe if they have been unable to hire someone by Thanksgiving why knock themselves out – just wait until after January 1.
That sounds like a New Years exercise resolution: I’ll wait ‘till after the holidays to begin exercising since there is no way I can get toned before New Years now.
Despite the view of some employers, there are a bunch of benefits for progressive businesses to keep the recruiting ‘pedal-to-the-metal’ between Thanksgiving and New Year’s:
1. Kicking off a new project in January requires you to have workers in place before starting. Having a ready team in early January before beginning that new project means minimizing lead time for project startup, shorter delays and more effectiveness for your company.
2. Often unemployed tend to push off their job searches until after the end of the year. Consider that people who continue to look during this period to be assertive in their search, show signs of solid work ethic and willingness to work through hard times – both highly desirable traits.
3. Many workers need to make use of their personal days by year end – or lose them. So, taking a day off for an interview could correspond to that need. The candidates you are focused on hiring might be more at ease taking time off when no one expects they are looking for another job.
4. Most large firms complete seasonal hiring by this time and many others don’t trouble themselves recruiting this time of year. This makes the holiday period great for smaller firms to compete for candidates’ interest.
5. End of year is a time some workers use to consider their career status. This could make them more open-minded for making career or job changes. With the New Year close at hand, many people are open to a ‘new’ beginning.
6. Business becomes a bit sluggish during the year-end period for some organizations. Employed candidates have more flexibility to explore a job switch since they have fewer responsibilities or rush to complete work than other times in the year. This provides those workers more time to investigate new employment.
7. Fewer businesses recruit this time of year. Therefore your open spot will have less competition from other employers and should get more attention from candidates than other periods of the year. Often your position will get noticed by people who are actively looking for a new job and not just waiting to start after January 1st.
8. Some college students finish their studies and graduate now. But obviously the big college recruiting days don’t occur until Spring. Now is an opportunity to find enthusiastic candidates ready to start work immediately with few other employers beginning to compete for their attention.
Regardless of whether you actually do hire a new employee during the holidays, completing the essential groundwork for the position makes new projects start smoother. Establishing a recruiting strategy, characterizing the open job, developing a profile of the right candidate will help you be successful immediately after New Year. It’s much better to begin the first week of the year arranging interviews instead of trying to decipher who you need to hire right when you are trying to get that new project underway.
Prepare now, even if you don’t get someone started until February or March. There are many positions can take several months to fill.
If you’re an employer, you only have so much time to dedicate toward recruitment, hiring and interviewing. Let Flexicrew Staffing, a five-time winner of Inavero’s Best of Staffing ® Client Satisfaction Award do the hiring for you. Flexicrew Staffing is ready to bring your company the best employees. Contact us today to start your recruiting engines.
Seasonal hiring temporary staff comes with its own unique challenges.
Employers that pay attention to these recruiting tips avoid seasonal hiring headaches and will optimize their busy business season.
You will hear this time and again from experienced hiring managers who have a history of holiday recruiting. It just makes sense to plan seasonal staffing requirements early and conduct the recruitment process well in advance. In other words, plan ahead and hire early.
Seasonal hiring later prevents a business from selecting the best available talent. It especially rules out getting high-skill candidates that have potential for permanent positions.
Some firms in a hiring pinch avoid good HR processes like background checks or drug screens. Big Mistake! They don’t (or think they don’t) have enough time to conduct this screening which should be a key employment element.
Many companies place seasonal hires on the job immediately. They expect the hires will learn on the job. Oops! Mistake! Seasonal hires have neither the time (since they were hired to handle the extra rush) nor the inclination (since they are just short-timers) to learn on the job. Yet, they really need suitable onboarding and training about the company’s products, and operational procedures. So, train your temporary staff in operational aspects and integrate them within the company culture. Without that they are bound to make mistakes, slow down other associates with questions, possibly annoy customers or cost the company time or money.
Some hiring managers wait too long to scout for temporary help. They imagine part-time seasonal staff will be available when they start to hire. Don’t Do That!
Employers who wait too long to begin seasonal hiring or don’t have a plan for how many are needed and for how long generally get overwhelmed around the holidays. They end up with little choice but to meet their staffing requirements with little concern for quality. Just getting bodies to fill their positions. This often results in a negative business impact.
Thus, a busy season and tight labor market will leave firms with too many open jobs and not enough workers. Don’t let this be you.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.
Have you begun to prepare for holiday hiring?
Many businesses have a seasonal spike in the number of workers they need starting right about now. Help Wanted ads are cropping up all over!
Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.
With low unemployment coupled with the ever-increasing growth in e-commerce, how will you prepare for holiday hiring the number of workers you need?
Many well-known firms have long relied on seasonal teams to help manage their busiest time of year. But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.
Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.” They need to differentiate themselves from other employers also seeking seasonal workers.
“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”
So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches. Get creative to see how you might improve your holiday hiring.
Reflect on these tactics for holiday hiring (and keeping) top-notch workers:
Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season. That could simplify your hiring for next year’s busy season.
Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions. Identify possible permanent hires early on. Monitor their performance. At the end of the busy season, decide if they’re qualified for permanent jobs.
Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.
Assume employee turnover. Some of your workforce will not hang in for the entire season. That’s a given! Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.
Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.
Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.
Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help. It avoids the cost of hiring or the risk of getting poor workers.
Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.
Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.
Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.
Offer bus service to help workers get to your site. This will lower absenteeism and tardiness. That will also help to lower the amount of firing and rehiring you need to do.
Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.
Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.
Some retailers will also host after-hours events such as holiday parties for seasonal associates.
It is more important than ever for companies to provide good customer service. They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season. The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.
Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.
Increase focus on service through new training, tools and technology. Training programs will prepare them to better serve customers, especially during this busy season.
Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays. They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.
If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.
So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!
Learn More About Flexicrew Seasonal Talent Pipeline Solutions!
If you’re in the market for top seasonal talent, Flexicrew Staffing is your answer. We’re one of the region’s leading staffing firms and we offer high-performing candidates in admin and clerical, engineering and light industrial. Our flexible staffing strategies and ever-expanding database of talent are ready to go whenever your need for talent arises—Flexicrew Staffing has you covered!
So, why are we your number one choice?
Six benefits of working with Flexicrew for your Seasonal Talent Pipeline
Our mission is to provide our customers with the highest quality of blended workforce solutions, while building and maintaining strong working relationships. We do this to fill your seasonal talent pipeline and all year round. We match candidates who are just right for your job description, but also right for your culture. In fact, Inc. 5000 and Inavero Best of Staffing have named us an industry leader for this very reason. Flexicrew Staffing will help you with the following:
Our industry specialties and national talent databases allow us to match you with the right talent for your specific business needs. This includes hard-to-find temp, temp-to-hire and direct hire employees.
Maybe you need just a few employees—or maybe you need more than a few. Our blended workforce solutions include a wide range of staffing strategies because one size definitely does not fit all.
Getting well-matched candidates in place is key to your success. This can help you maintain job satisfaction and productivity among your staff—while avoiding the lost productivity and the costs associated with employee turnover.
Are you ever under-staffed to cover holiday peak periods, vacations, or a short-term project? Whatever your need, our flexible staffing options help you rest easy that your staffing mix is spot-on.
With high-caliber workers comes the ability to impress your customers and exceed their needs. This can help you not only meet customer demands but also expand your book of business and increase profitability.
You can rely on our professional recruiters, services, and systems.
When you’re in search of a staffing partner, you want the best. And our award-winning staffing services are recognized repeatedly by Inavero Best of Staffing.
How can we help you achieve your staffing goals?
Whether just for the holidays, or the start of the year when you have a new budget or a blend of both, check out Flexicrew Staffing. Or maybe you have unconventional peaks around Halloween, or around important sporting events like Final Four or start of NASCAR. We’ll work with you to recommend a staffing mix and timing that fits your needs. If you’re interested in learning more, contact us today!
Holiday-staffing needs are an annual challenge for business. How can you improve the way you handle them?
Try these quick ideas to satisfy holiday-staffing needs:
Request employee assistance with tracking time-off requests. Also, let your employees know you are using this year’s holiday to plan for next year. This not only improves the data you’re gathering, but it also creates buy-in from employees. They become a part of the decision-making process to solve holiday-staffing needs.
Ask for all holiday time-off requests now from permanent employees. The more advance notice and leeway you have for staffing, the better. Again, let employees know why you need this information and how it helps you solve your holiday-staffing needs.
Look at the needs of the busy time or a time when many will be on vacation to see if permanent staff can fill new or different roles. This can sometimes be fun for employees, to get to do something different from their usual work.
If you’re unable to be at the desired staffing level, then identify appropriate ways to avoid disappointing customers. Let them know in advance what to expect.
Many organizations make use of temporary staff during the holiday season. For short-term solutions, perhaps to cover the Thanksgiving weekend or the Christmas and New Year’s weekends. Flexicrew can place skilled and qualified workers in your open shifts. We also can often find a last-minute replacement for a worker who abruptly takes off during the holiday season. We recommend for temporary or seasonal employees that you have a specific and detailed agreement and set of requirements. Include date and time commitments. If you know your busiest time, then require that all seasonal employees be available to work those days.
For those planning ahead with longer-term vacancies, Flexicrew can supply workers for three-months or longer assignments. Filling holiday schedules with seasonal workers offers the added bonus of staffing with workers who want to work the holidays. They may be alone, or in a new community, or just find it satisfying to be with other team members during the holidays.
Many organizations that want to avoid that annual hassle of holiday-staffing needs have turned to Flexicrew to handle all staffing requirements. We offer the advantage of a national search and an industry database of temporary workers.
With this year fresh in mind, give yourself a running start thinking about holiday-staffing needs for next year. But our best suggestion is to take notes now. Then set aside time to plan for 2019 holiday-staffing needs.
The holiday season can be stressful for HR and operations managers alike. With added holiday-staffing needs, consider this a time to deepen relationships with employees and customers by showing you care about meeting their needs … and that you value their consideration in return.
Interested in a meeting with us this fall? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.