Recruiting seasonal employees in 5 key steps

How to insure your recruitment of seasonal employees ? Like it or not, the recruitment crisis is still ongoing. If your talent acquisition teams do not discuss strategies in advance to overcome the challenges of seasonal hiring, you will have a drop in hiring that will have an impact on your company's overall revenue as well as on the candidate experience and therefore on your employer brand.

In this article, we propose 5 simple and effective ways that will allow effective seasonal recruitment, in order to reach your revenue goals and strengthen your employer brand and recruiting culture.

1. Plan ahead to avoid being taken aback.

2. Post an attractive job offer.

3. Pre-qualify your candidates.

4. Perform the perfect maintenance.

5. Learning from what works.

6. Search for permanent employees.

5 steps to effectively recruit seasonal employees:

Step 1: Plan ahead to avoid being taken aback

With the good recruitment tools, any seasonal employer can attract and maintain a greater number of candidates.

For example, the Seeqle HR Programmatic solution can help you reach a greater number of temporary employees by identifying and targeting the right candidates at the right time and in the right place across thousands of web and mobile environments in order to attractively promote your brand and your job opportunities.

This allows you to plan various HR communication campaigns months in advance that will combine both the employer brand during off-peak periods and active and automated sourcing before peak periods.

Step 2: Publish an attractive job offer

An effective job ad that enhances your employer brand will help you attract the best talent pool to recruit seasonal employees.

Here is a list of the elements that make an ad relevant and attractive:

• Catchy title
• Ethics and corporate values
• Skills and experience required
• Employee benefits

Thanks to free job ad templates from Seeqle, you don't need to hire a professional ad writer or even write your own ad from scratch.

The next step is to use the multicast of job offers to broadcast your ad to the right candidates wherever they are on the internet: on social networks, on search engines, in major media newsletters and on hundreds of relevant websites and mobile applications. Again, the programmatic recruitment is the ideal solution because it allows you to reach all of these channels in order to attract candidates to your ads.

Step 3: Pre-qualify your candidates

In the seasonal business game, you need to be 100% confident that every new hire you hire is competent, reliable, and excited to do their job. The solution? La preselection candidates!

Pre-screening allows you to avoid embarrassing situations, such as that of that hiring manager who was offered a bribe by the candidate's mother in exchange for the position: 😮

“Not only did my candidate show up with his mom, but he also insisted that he couldn't get through the interview without her. Every time I asked him a question, his mother interrupted and answered for him. I was convinced it couldn't get any worse, but that's what happened: at the end of the interview, his mother offered to pay me to hire her son.” Martin G. Recruiter in a hotel group.

The key to creating a seasonal recruiting strategy that stands out from the rest is to ensure that the screening experience is time well spent - both for you and for your candidates.

HR programmatics allows you to recruit your ideal candidates based on socio-demographic, behavioral and contextual criteria, across the web. This allows you from the start of the recruitment funnel to receive only qualified applications and then only targeted candidates will see your ads!

Then, with a ATS dIn quality, you can strengthen your prequalification. For example, a good ATS will include all the functionalities essential to good candidate management such as:

• Career page
• Job offers
• Automatic application form
• Management of applications
• Statistics
• etc.

Step 4: Perform the perfect interview

As an employer, you need to make sure you're asking the right questions, avoiding bias, and respecting the availability and efforts of the candidate.

Here is a summary of the most important things to remember for a perfect interview:

• Prepare for the interview based on your analysis of the role of the position and a clear system for scoring candidates.
• Plan the interview taking into account both your availability and the convenience of the candidate.
• Whether or not your candidate gets the job, always follow up with candidates by email to let them know your decision.
• Finally, ask your candidates to give you feedback on how you can improve your process.

Whether they're biased interviewers or ghost candidates on the day of their interview, this part of the hiring process can be tricky. In order to provide an exceptional interview experience and identify skills that are difficult to assess, here is a list of models of best interview questions used by hiring managers.

Step 5: Learning from what works

There's no magic formula for recruiting exceptional seasonal employees, but you can always look for ways to improve your candidate tracking process.

To better plan and execute your next hiring cycle, it's important that you keep track of what has already worked best. That way, you'll know for sure what needs to be changed, removed, or left as it is.

Get support from professionals to learn from each seasonal hiring cycle. Thanks to the centralization of distribution channels in a single tool like Seeqle, you can easily analyze all actions via broadcast reports, which allows for relevant adjustments:

Bonus tip: Look for permanent employees 👀

Given how quickly things are changing, the seasonal employees you hire today could become your next permanent employees, so be sure tointegrate these collaborators effectively. It is therefore important to think about the future and to consider your temporary hires for a possible long-term job:

• Invest in the training of your temporary employees so that at the end of the season, you can be confident that the employees you choose to keep are able to handle the tasks ahead.
• Focus on promoting an open and inclusive work culture and environment.
• Be honest about how your business operates and what expectations you have for the role. Take time to explain how the duties of a permanent employee differ from those of a temporary employee.
• Highlight the benefits you offer that are exclusive to your full-time employees.

In conclusion, if you end up with temporary employees who can take on a long-term job, don't let the opportunity pass you by.

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