:: By John Swanciger, Manta ::
Fall is underway and that means pumpkins, lattes and...seasonal hires?
Fall can be incredibly busy for small shops prepping for the holiday sales period, which means the hunt for seasonal employees is on. Teens and college grads alike are looking for extra cash, and these members of the millennial generation are also interested in gaining experience that will help them stand out in future endeavors. With that in mind, small business owners (SBOs) might think they have some tough competition on the hiring front. By implementing a smart recruitment strategy (regardless of season), SBOs can attract capable workers without hurting their bottom lines. Here are three creative ways to attract millennial workers:
Social media platforms have become an important resource for employers to connect with potential applicants. A recent study of 800 human resource and talent acquisition professionals by Jobvite found that 89 percent of U.S. companies said they recruit through social media. Of these, two-thirds successfully hired a candidate through social networks. Some of the most popular social sites are Facebook, Twitter and LinkedIn, but small business owners should look to sites like YouTube, Pinterest and Instagram as well. These apps provide a platform to publicize company culture, for instance, which is becoming increasingly important to younger workers.
Details make all the difference in obtaining top talent. It's important to differentiate a company's job postings from competing enterprises by drafting something in line with a company's personality; this will attract individuals that fit a company culture and are more suited for specific job positions, making the entire hiring process easier. A creative way to depict company culture is by including interesting content like infographics, photos and videos. Including unique content in job postings will give potential applicants a visual representation of what a brand is all about, and a behind-the-scenes look at current employees' day-to-day activities, which is often more telling than human resource-created postings.
Qualified seasonal candidates often start looking early and rarely apply for only one job. In order to win over these candidates, businesses should hurry to make holiday hiring decisions. Even so, there's still time to bring on additional motivated individuals. It's important to weed out prospects (in any event) who aren't willing to learn, or are only looking for a quick buck. Companies can do so by touting their training initiatives early on in the interview processes and gauging candidates' reactions to learning more.
Seasonal employees are just that - seasonal - so small business owners will benefit from finding and training the right candidates who may want the position to turn into a more long-term option or return for the next busy season. Implementing e-learning is one way small businesses can further develop training programs while simultaneously decreasing costs and improving performance. Online tools standardize learning so a company is investing equally in all employees, which leads to a more collaborative work environment.
As long as there are busy seasons, seasonal workers will have a place in the workforce. And to save overhead costs the rest of the year, small business owners will continue relying on their presence. Creating a recruiting plan and keeping these creative tips in mind is all part of that process. By being prepared and following a strategy, small business owners can guarantee better hiring and business for any season.
As CEO, John Swanciger leads Manta to strengthen current offerings, while expanding products/services for small business owners.