(913) 491-3434

How to Handle High-Volume Seasonal Recruiting

November 17th, 2011

Does the holiday season make you feel less than jolly, because you’re afraid of being understaffed? Are you in charge of keeping critical projects running on schedule but wondering how to do it while losing employees to holiday-related time off?

When recruiting a high volume of employees to meet seasonal workloads, follow some standard best practices to protect your business. Here are three best practices for high-volume seasonal recruiting:

  • Understand the types of candidates you are seeking. This includes knowing what kind of employee you want to hire, as well as the talent pool you will be sourcing from. If your idea of the “perfect” candidate is clearly defined, you will have an easier time sorting through potential new employees. Having all of the variables clearly defined will provide you with a smoother high-volume hiring process.
  • Ensure you have filled all of the gaps in your organization. This is especially true for back-office tasks and process roles.
  • Choose the best assessment tools. Whether you will have candidates complete computer testing, or a simulated work environment, test and assess each tool before you begin the hiring process. High-volume recruiting requires a large number of just about everything: recruiters, paperwork, computers, and tests – make sure that whatever assessment tools you are using, you have it fully tested and ready to go before you begin hiring.

Nine more tips:

  1. Don’t assume that high unemployment will make your seasonal hiring a cinch.
  2. Use sourcing channels that offer a high yield of candidates who only want seasonal work.
  3. If your seasonal staff is large, dedicate substantial resources to successful onboarding.
  4. Take time to ensure that job descriptions for seasonal hires are accurate, complete and up-to-date.
  5. Hire for attitude as much as aptitude.
  6. Give preference to candidates who have worked for you before.
  7. Don’t bypass any HR or related processes for seasonal employees.
  8. If you use staffing vendors, consider giving just one an exclusive for your seasonal hires, as they may be more willing to go the extra mile for you.
  9. Don’t assume that all your seasonal hires are just for the season — some of them may be candidates for permanent positions.

Leave a Reply