The need for seasonal workers comes in waves, depending on your industry and product. This summer, 36% of employers hired seasonal summer workers to support their business. And, between November and December of this year, it’s predicted that retail companies will hire over 800,000 people to fill in during the rush of the holiday season.
Regardless of the time of year, it’s important that organizations are full prepared to attract, on-board and train their seasonal workforce as quickly and effectively as possible.
This week during the L&D Hangout hosted by Fistful of Talent, I sat down with Kris Dunn, CHRO of Kinetix and Founder of Fistful of Talent, and Mary Faulkner, talent strategist and founder of the leadership and development blog, Surviving Leadership, to talk shop on how to identify the right candidates and get them up to speed as quickly as possible!
Watch the full video and see some of the highlights below!
- How do you attract the right talent for the job?(Reader’s digest version (RDV): Smart pros look for niche candidates. Think retired workers, college students on break, returning veterans and people looking to start building their careers.)
- How do you get people up to speed as quickly as possible?(RDV: A lot of planning and structural training focused on the specific tasks and competencies these individuals need to master.)
- Where do you focus your training?(RDV: You need to limit the number of things you train people on. It’s the talent pros job to push back on the hiring manager about the amount of training requirements. Seasonal workers are only there for a short period of time, they don’t need to go through all the training of a full time employee.)
And, two of most important takeaways (from my POV) were:
- Talent pros and hiring managers need to be clear about the role and the expectations of the role when searching and hiring a candidate.
- You always need to treat a seasonal worker with respect. All too often seasonal workers are treated like a second class citizen because they will only be at the organization a short period of time. You can still mentor and coach a seasonal worker, and give them a great experience working for you and your company. Plus, you have a better chance of getting that person to come back to work the following season.
Watch the replay of the L&D Hangout and join the conversation! For more information about how you