It’s on the way. The busy summer season! Are you ready for the influx of customers that the nice weather will bring? One thing that will make your summer season flow smoothly is a dynamic, friendly and helpful staff, and this includes your seasonal employees. Here are some helpful hints to make sure you find the temporary employees that are right for your business.
Don’t delay when getting your summer staff roster in order. Start scouting for your talented staff early, before your competition snatches them up. Giving yourself enough time to interview, hire and train your new crew will mean you won’t be flustered when the busy season sneaks up on you, like it’s apt to do.
Check work references. Starting your screening process early also gives you ample time to verify employment and run background checks on your potential temporary employees. Applicants should have previous employers who can attest to their work ethic, reliability and character. Remember, Federal laws prohibit potential employers from asking the applicant, or references, about certain topics that could be used as a basis for discrimination including age, race, religion, political affiliation, sexual orientation, color, pregnancy, marital status, citizenship or disability, along with others.
Dip into the applicant pool. College students and retirees make fantastic employees. The college students’ flexible schedules while on school break coupled with their energy make them ideal candidates for temporary employment. Retirees possess years of work and life experience that can be valuable to your company and, like college students, retirees also have flexible schedules.
Get your ducks in a row. What positions are you looking to fill? What skills are you willing teach and what skills do you need your new employee to possess right off the bat? What sort of personality best fits with your business’ culture? Think about what you need and then ask the same questions of every applicant so you can measure them all with the same yardstick. Develop a scoring system to help you score various areas of expertise and then tally the scores to help you keep track of and compare applicants.
Don’t lead the way. Asking “Can you do ____?” leads the applicant to tell you what you want to hear, not what they have to say. Asking broad questions will lead to more insightful answers. For instance, “Tell me about a time you had to deal with a difficult customer or coworker” gives you insight into how they would handle a difficult situation and is more telling than a simple yes or no question.
Think team player, not temp. Hiring seasonal help with the “I just need them to get through the next couple months” attitude can trick you into lowering your standards. You want an employee who will be a positive addition to your company, whether as a temporary or permanent employee. Treat your temp employees with the same respect and consideration that you would your permanent staff. If you like what you see during the summer season, you can always invite your temporary employees back for the holiday season, or even as a permanent team members.
Good luck on your search!