Leverage technology.<\/strong> \u201cTechnology gives you the competitive advantage,\u201d Longton says, \u201cbut monster.com and careerbuilder.com are outmoded. Over 70 percent of first-time job searches are conducted on indeed.com. Enter the job title, business name and ZIP code. Candidates can apply via smartphone\u2014and that\u2019s definitely what the under-35 age group uses. Speed\u2019s important; respond quickly to younger workers, who are used to instant communication. Contact them immediately after they email you.\u201d<\/p>\n Store interview questions on-site and email them to candidates. Then conduct up to 40 interviews per position via video interviewing: \u201cThis excellent tool for hiring people at a distance lets you glean clues about a candidate\u2019s hygiene and precision,\u201d Longton notes.<\/p>\n Utilize social media: Post jobs on your operation\u2019s Facebook page and website. Tweet about seasonal openings.<\/p>\n Work with a third-party recruiter. <\/strong>Resources, such as TraitSet can place, refresh and manage job postings, and ensure that your jobs come first for search-engine recognition.<\/p>\n Hire the right people.<\/strong> Seek versatile prospects. Conduct behavioral assessments to determine good work ethic and integrity. <\/p>\n Get referrals. <\/strong>Ask current employees to refer someone working a similar job elsewhere who could pick up hours.<\/p>\n Develop a call-back roster.<\/strong> Contact past seasonal employees to see if they could fill in this season.<\/p>\n Hire the right number of people.<\/strong> Anticipate your labor needs by reviewing spreadsheets from last year\u2019s Easter, Mother\u2019s Day and summer season, then staff accordingly.<\/p>\n The better prepared you and your seasonal workers are, the smoother your operation will run during their tenure.<\/p>\n Dot I\u2019s and cross T\u2019s.<\/strong> Use a third-party provider to lower costs and improve efficiencies for everything from initial paperwork to payroll. (TraitSet\u2019s online OnBoard, for example, handles all the paperwork details and signing in as little as 10 minutes.)<\/p>\n Conduct comprehensive training and orientation.<\/strong> Train holiday and seasonal hires as you do regular staff. Anything less weakens your brand and jeopardizes your business. Teach new hires about your brand, your brand touchpoints, your operation\u2019s culture and how you provide hospitality. Stress the need to make holidays special by thanking guests for spending them with you and invite them to come back.<\/p>\n Offer online and\/or video training that holiday and seasonal workers can review immediately.<\/strong> Review your employee manual, policies, procedures and questions with them.<\/p>\n Train in advance.<\/strong> If possible, offer paid training before workers hit the floor.<\/p>\n Cross-train.<\/strong> Prepare hired to fill many roles. Cross-training lets you do more with fewer people<\/p>\n Communicate scheduling protocols. <\/strong>Set seasonal workers\u2019 expectations about policies\u2014e.g., no time off during the holidays, no schedule switching, etc.\u2014ahead of time.<\/p>\n Thirty days before the season starts, confirm your list of hires and conduct a team meeting to review everything\u2014from expectations to policies and procedures to schedules. This last, crucial step keeps everyone on the same page.<\/p>\n \u201cIntroduce everybody by name and say something personal about them,\u201d Longton says. \u201cThis assimilates new hires and tells other employees these recruits are part of the team.\u201d<\/p>\n Seasonal workers, Longton notes, are exempt from the Affordable Care Act\u2019s mandate that operators provide healthcare coverage to employees who work more than 30 hours per week.<\/p>\n A seasonal worker, Longton adds, is defined as one who is employed for a season (six months or a repeatable period of time that begins and ends the same time each year). Have your strategic recruiting plan define definite beginning and end periods for holidays and seasons (Easter weekend, Mother\u2019s Day, spring break, summer, etc.), then schedule seasonal staffers as needed.<\/p>\n The bottom line when it comes to hiring holiday and seasonal help? \u201cIt takes effort,\u201d Longton says, \u201cbut that\u2019s the way to get a big payback.\u201d<\/p>\n Print this checklist out and use it as a guide for seasonal hiring.<\/p>\n Most operators think, \u201cI have to fill a job opening,\u201d but what they need is a recruiting strategy.<\/p>\n","protected":false},"author":19,"featured_media":14827,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[111,69],"tags":[],"class_list":["post-4534","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-healthcare","category-running-your-business"],"acf":[],"yoast_head":"\nStep 3. Onboarding<\/h3>\n
Step 4: Meet with staff<\/h3>\n
Seasonal workers and the law<\/h3>\n
A helpful checklist<\/h3>\n
![\"Seasonal](\"https:\/\/gfs.com\/wp-content\/uploads\/2022\/12\/Spring17_Seasonal-Staff_4-Step-Checklist-1.jpg\")
<\/p>\n","protected":false},"excerpt":{"rendered":"