The holiday season is nearly upon us, and many companies are in full swing advertising, interviewing and hiring seasonal employees. If you have a seasonal business, here are some valuable tips to consider when investing in seasonal employees.
Evaluate – While some businesses, such as retail stores at Christmas or ski resorts in the winter, rely on hiring seasonal employees, it is best to evaluate the current staff before hiring additional employees. Analyze past trends and learn when you need to have seasonal employees start.
Comply – Comply with all country or state requirements for seasonal employees., which includes minimum wage, pay regulations for nights, weekends or overtime, health insurance requirements and labor regulations for teenagers between the ages of 14 and 17.
Here are some additional tips to follow when interviewing and hiring seasonal employees:
Job Descriptions – Write specific job descriptions and clearly state that you are only recruiting for a seasonal position. In some cases, be sure to put the title of the job and then “Winter Seasonal” next to it in parenthesis. Also clearly state any requirements for the job, such as prior cashier experience, necessary ski instructor training, etc. If the position requires heavy lifting, clearly indicate the physical demands of the job. Being upfront will help you attract more qualified candidates’ resumes that clearly understand the requirements of the position.
Advertise – There are a variety of job boards that have more seasonal job postings than others. For example, make sure to post the position on your company’s website and social media pages, but also explore Indeed, Monster, CareerBuilder and Snagajob. Other websites that are dedicated to seasonal employment postings include: CoolWorks, SeasonalJobs and BackdoorJobs.
Evaluating Candidates – Consider evaluating candidates in groups initially, which will help if companies receive a lot of qualified resumes. Even though the position is seasonal, hire for both the cultural fit and qualifications, not solely based on skills.
Retaining Employees – Something seasonal companies understand is that if an employee quits mid peak season, they have a significant gap in their workforce and it’s difficult to train someone for a job that only has a matter of weeks or months remaining. To help detour employees from leaving jobs early, consider offering end-of-season bonuses for employees that stayed on the entire season. Additionally, consider offering loyalty bonuses to returning staff to help offset training expenses the following year.
Creative Benefits and Perks – Offering creative benefits, such as flexible schedules, can be desirable to prospective candidates.
Ninja Gig specializes in offering custom online job applications, which are ideal for seasonal employers this holiday season. These employment applications can highlight areas for candidates’ specific skills and qualifications, as well as having candidates acknowledge or answer any necessary questions. Additionally, employers can easily save resumes and applications to comply with all state and federal document retention regulations. Sign up for our 30-day free trial and find those seasonal candidates immediately!
One popular trend is using assessments during the interview process to find the best employee for the position and work environment. Applicants can look impressive on paper, but hiring someone that is the right fit for the job is essential to reducing overhead costs associated with advertising and turnover. Companies also want to find employees that are a positive, beneficial influence on the overall work environment.
Assessments are an excellent way to assess applicants’ abilities and personalities. While traditional high school ACT and SAT tests examine intellect, today’s workplace assessments are designed to measure soft skills, intelligence and even personality traits.
Some employers give assessments before interviews, while others narrow down the applicant pool and conduct evaluations after the initial interviews, focusing on just a few candidates that may be a good fit for the position.
There are dozens of different assessments online, and it is best to select the right one for the particular skill set your company needs. Here are some things to consider when choosing an assessment tool:
What do you want to test? If you’re going to screen candidates for personality, intelligence and reasoning, most recruiting assessment tools will work well. However, if you want to test applicants for particular roles or skills, you need to look into a specialized assessment, such as typing tests or code evaluation platforms.
Select designs that appeal to candidates. Select the right style of test that reflects your employer brand. Tests that are long, tedious and difficult to understand can undermine the positive impression you want for your company.
Look for assessments that offer the right types of reports. Think about what your company wants from an assessment. Do you want something that will test candidates, evaluate their answers and then present the results, or do you need something that has more extensive reporting, analytics and career recommendations?
Consider your companies’ needs when selecting an assessment company, so you don’t waste potential employee’s time, and your HR department can focus on hiring the best candidates for the job.
Ninja Gig offers online job applications, which makes it convenient and easy for employers to advertise open positions online. Most job seekers prefer to complete online employment applications, whether it’s from a desktop, tablet or smartphone. Sign up today for a 30-day free trial!
Fall is here, and the kids are back in school. There are a lot of stay-at-home moms that enter the workforce every fall when their kids are old enough to attend school. Whether they find they need a house cleaner to keep up with their children’s after-school messes or they want to have a stable part-time house-cleaning job, the house cleaning industry is on the rise.
House cleaners are no longer for the wealthy or just for commercial office spaces. Today, house cleaning services are affordable, but to keep a good clientele, you’ll want to hire the best house cleaners.
Here are some great, basic interview questions:
How long have you been cleaning houses?
How many homes do you currently clean?
Do you have any references?
Will you supply your own cleaning supplies or will you use the ones we supply?
Would you be willing to do a trial period of two to three cleanings so we can review your work?
Be upfront about the hourly salary you offer and detail your expectations for the position. If some people want their laundry cleaned, including sheets, towels, clothing, etc., make sure to offer your housekeepers more money for these tasks.
Additionally, make sure to get a background check on applicants before hiring them. Remember that you are responsible for placing people in your clients’ homes.
Ninja Gig can help your cleaning company attract the brightest talent. Our customizable employment applications make it simple to advertise your job openings online, through social media and even on job posting websites. You can easily review applications and sort through them to find qualified candidates. Whether you are hiring for your cleaning company, or any other company, sign up now for a 30-day free trial and simplify your hiring processes!
You may think that fast food restaurants and high turnover rates are synonymous with one another, which is usually right. However, a few fast food restaurants are bucking this trend and changing their company cultures to ensure that they retain good talent longer.
Hire for Attitude, Train for Skill
Fast food restaurants can take a valuable tip from successful companies, such as Google, and hire employees with good attitudes. Employees that have good attitudes will help improve customers’ experiences, and they are more likely to be happy with themselves, which directly transfers over to work performance.
The primary demographic for fast-food restaurant employees are part-time people and teenagers. It’s easier to groom young employees that have an excellent attitude and train them with the skills they need to succeed in their jobs than it is to try to teach someone that is negative and doesn’t have the desire to succeed.
Opportunities for Improvement
It’s important that fast food restaurants train their employees, retrain them, provide them with certifications and then re-certification. For example, the most successful fast food restaurants that have low employee turnover invest in 100 to 120 hours of training and require certifications for each specific job before employees go on the line. Re-certification is essential – and easy to institute via random drawings and pop quizzes – because people get rusty and can get stuck in ruts. It’s best to keep people on their toes, so their knowledge is up-to-date.
Leaders are Teachers
It may seem silly, but there’s a lot of truth in having good leaders that are teachers. Some companies organize management to read a range of books each month. Management then meets to discuss these books, whether it’s classic literature or the latest business self-help guide. Leaders are teachers, and when a company recognizes them as coaches for the staff, they feel more motivated to do their jobs, and those under them feel and share that same enthusiasm.
Having a culture that treats management well will also help employees aspire to work their way up in a company and become management too.
Some companies wonder if it’s worth training fast food employees and investing valuable time, resources and money in them when most of them will not make a life-long career in the industry. However, consider this point. If you don’t invest in your employees, you will have a high turnover rate, which directly impacts customers’ and their experience with your restaurant.
Ninja Gig offers online job applications, which makes it easy for fast food restaurants to reach their target demographic – teens and young adults online and on social media channels. Most of today’s Millennials apply for jobs directly from their smartphones, which is why having customizable online employment applications is necessary for restaurants. Sign up now for a 30-day free trial of our software and make hiring painless!