by Melissa Bissing on August 30, 2018
2 min read
It's time to get serious about this year’s strategies for seasonal hiring. But, in the last 12 months, the hiring landscape for hourly workers has changed.
It’s time to get serious about this year’s strategies for seasonal hiring. But, in the last 12 months, the hiring landscape for hourly workers has changed. Unemployment fell to an 18-year low in the U.S in May. Thousands of brick-and-mortar stores have closed, but there’s new growth in call centers, warehouses and delivery services. Demand for talent is driving wages up.
If you’re looking for ways to respond, here are three things you can do right now to build a better and faster seasonal hiring process this year.
This season’s candidates will get multiple job offers. To make sure top candidates receive yours first, integrate automated scheduling and on-demand text interviewing into your seasonal hiring workflow. Available in purpose-built video interviewing platforms, these applications are specifically designed to cut time from your hiring cycle and engage candidates via mobile. Many companies are replacing traditional phone screens with on-demand text and voice interviews to access candidates more quickly and reduce lag time between application submission and contact with a recruiter. Automated scheduling increases efficiency and speed with interview coordination, while automated reminders keep hiring managers timely with their feedback. SaaS video interviewing platforms can be implemented relatively quickly, and with very little training, your team can be using the tech like pros immediately and generating ROI within 90 days.
With so many competitors vying for the same talent pool, your employer brand needs to capture and hold candidates’ minds and hearts from the get-go. Refresh your message so it resonates with 2018 candidates, then carry it consistently into the talent market on your careers site, in job descriptions, on social sites and throughout your candidate experience. Share the information candidates are looking for such as timeline and scope of your positions, as well as a good sense of what it’s like to work for your organization.
With seasonal hiring, time is working against your ability to engage and assess the quickly-shrinking candidate pool. Get over this obstacle with these ideas:
Finally, review your onboarding strategy. Look for opportunities to improve your welcome to these new hires and get them feeling comfortable quickly, so they’re more likely to stick with you for the duration.
You can increase your rate of success by starting early and tailoring your strategies to what seasonal candidates expect in 2018.