High season for your business is on its way, which means it’s time to start thinking about hiring extra workers and seasonal help. Before you post your “help wanted” ad, check out these top ten hiring tips for seasonal workers to help make sure you get the best person for the job.
Know your ideal employee – Create a profile of your ideal employee. Imagine this person. What attitude does he have? What type of personality is she? What qualities does this person have, and what skills come easily to him or her? Match applicants with your vision of your ideal employee, and you’ll have a winner.
Be Fair – This point is short but worth stressing: No, family and friends don’t automatically move to the head of the line. Your obligation is to your business first, and that business needs the right person – even if it isn’t your niece. Your niece can apply, but be clear that she’ll have to go through the hiring process like everyone else so that you feel you’ve been fair, and that you’ll hire the best person for the job.
Be specific with your ad – Now it’s time to write your job ad, but be careful. Most job ads read like a boring grocery list of requirements, and they’re vague. That means you’ll receive a vast amount of not-quite-what-you-were-looking-for applications. Give information about the job duties and tasks, and try to describe the work to be done, as specifically as possible.
Check it off – Now that you have your ideal employee profile and specifics about tasks and duties, you have enough information to create a cheat-sheet checklist. When it’s time to look at applications, keep that checklist handy. Each time an applicant matches an item on your checklist, mark it. Eliminate applicants with fewer check marks, and call applicants that have the most ticked off.
Ask smart questions – Interviews tend to be standard, and hopeful prospects rehearse the “right” answers. Switch your interview up a bit and prepare a good list of questions that are specific to the position you need to fill. Ask questions like, “A customer is angry that he received the wrong order. What would you do to calm him down?” Interviewees won’t be able to give perfect responses – but you can get a good sense of whether they’d handle the situation well or poorly, which tells you if they might be the right fit or not.
Test for innovation – Some companies have begun to realize the value of an innovative, creative individual who has the confidence to offer suggestions for improvements. In the interview, try asking the person what one thing they’d change about your business. This shows you how well they’ve researched your business, and also whether they have the confidence you need.
Think about sticking around – Many businesses hire new employees in the summer, but in the fall realize that they’d like to keep that person on a part time basis, or they’d like to have that person come back during other holidays and for the next high season. It’s cheaper to retain versus retrain, so try to see which applicants might have longer-term availability potential.
Yes, call. – The most common mistake businesses make is to forget to ask for references, or they ignore the list of references the applicants provided. Pick up the phone and contact past employers. Talk to them and ask if they’d recommend this individual. Also ask if they’d work with them again – you’d be surprised how many people give glowing recommendations but admit they wouldn’t hire the individual a second time!
It’s well worth the effort to spend time making sure you write a good job ad, interview with creativity and hire the best person for the job. You’ll find yourself ready to face high season – with staff you know you can trust!
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