I'm Looking For Tips On Hiring Seasonal Helpers.

[Doran]

Hi! 

I have a small skincare studio, and I'm looking to hire someone to help with the front retail area over the next few weeks during the holiday rush.  It would be a temporary job just for the holidays.  

Looking for tips on hiring seasonal helpers.  

For those that hire seasonally....

When do you start the hiring process and how do you handle the ending of the contract?  Is it a set date so everyone is aware? Do you do anything special on the last day? Any tips for success here?

[maxpete]

This is such a great question @Doran! 

I feel like @Pesso has a lot of great tips from hiring seasonly in his previous business. You too @TheRealChipA!

Tagging a few more members as well @Bronze_Palms, @Hair_slayer, and @FishBee 

[Hair_slayer]

I'm a soloprenuer so I honestly don't have an answer to this question. 

[maxpete]

No worries at all, thank you for responding! Hopefully there will be some great tips shared here that you can use for your business in the future!

[TheRealChipA]

Hey Doran.  I definitely have some thoughts on this topic.

First, I go back to my seasonal employees from the past season.  Obviously, if I can do so, I want to re-hire them so I don’t have to have extensive training and such.  After that, I’ll post notices on a few places — Indeed has worked out great for me, and I post on Piper’s Facebook page and on a few of the local neighborhood FB pages.  

As far as expectations go, yes I specify clearly that the positions are for April through the end of September — our high season.  I always make note that I might need them a few extra weeks, depending on weather.  But all prospects understand that this is a part-time seasonal position and nothing more.  They also all know that, once they have worked for us for any time, as long as there are no issues that caused their termination then they are first-in-line to be considered for the next season.  Honestly, that has worked out better than I expected, probably because most of my seasonal employees are students who aren’t looking for full-time year-round work.

Anything special on the last day?  This is where I’m an odd duck and will say that I’ll leave that question to others who are much younger.  You see, as a Boomer I’ve always looked at work as just that — work.  I have always worked for a paycheck and other financial perks, period.  I don’t need “special” or “recognition” or parties or work friends or anything like that.  As long as my employer has kept up their end of the bargain ($$$) then the job is serving my needs.  Sure, I always go out of my way to recognize and reward good work, but since that’s all I’ve ever expected of my employers it is also all I do.  My employees know they are appreciated.  Since they keep coming back year after year (at least until they embark on their “real” careers, ha) I think that’s enough.  Like I said, I’m an odd Boomer Duck. LOL

Success in hiring seasonal employees is pretty simple to me.  Solid communication.  Not sending mixed signals with spur-of-the-moment statements like “I wish I could hire you full-time.”  Treating them with the same respect as you do your full-time employees. 

I’m not sure that helps much, but I do wish you luck and a successful holiday season.

[Doran]

Thanks for that.  I like the idea of going back to the previous year's seasonal workers.  This is my first year so I'll keep that in my mind for next year.  

I appreciate your take on the last day.  I too wouldn't need anything more than a check and a thank you.... but I think I'm colder than most so I wasn't sure if an end-of-contract "celebration" was a thing now.  

[TheRealChipA]

Colder than most.  That’s definitely non-Gen-Z me.  Ha

[FishBee]

Hi!

I usually start the process a month or more out, as interviews and training can take quite a while, and candidates don't always stick around or aren't the right fit. 

I always try to be transparent about the length of the contracted term, and what the expectations are as far as hours, while in the interview or emails so as not to waste anyones time (including mine!) I usually set a week as the time frame for the ending, and try to give advanced notice if anything changes or we would like to keep the candidate on the team long term.

Last day - we dont do anything special but its a cute idea. Could be a gift card or a discount code. Might be a good idea to let them know you'll reach out if there are any full time or part time positions and ask if theyd like to be kept in mind for that! 

[Doran]

Thanks @FishBee I love the giftcard / code idea.  That is sweet. 

[perkits]

We have luck with local college students. If you have a local college most of them will have a job board to list your opening.

[Bronze_Palms]

Hi! I always set the expectation that I am looking for seasonal help which means I tell them the month I will need them through. I also have a verbal convo with the potential staff member to see if they are flexible with that date should it go for more or less time.

For seasonal hires, I like to chat with regulars to see if they know anyone who would be interested in working for me. That has a tendency to bring some really great staff members forward who enjoy working in the space and even help upsell clients.

I start hiring 3-6 weeks before the season starts so I can train. Be sure to confirm days they will be out for the holidays and confirm with them any blackout dates DURING the interview BEFORE you extend an offer.

Hope that helps!