5 Tips for Seasonal Workers: Be Ready for the Rush

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It may still be summer in the UK, but for many in the retail, leisure and hospitality industries, it’s time to create a strategy for hiring seasonal workers for the next busy period, which – say it quietly – is Christmas. Ensuring you get the best candidates in to fulfil the needs of your customers will help make the most of this uplift in trade.

Following the EU Referendum, future processes for hiring from beyond the UK may become more complex as there will likely be an additional set of laws to navigate. While job vacancies have risen against the expectations of economic analysts, questions have arisen over how changes could impact the jobs market in the long term in industries such as retail that rely on migratory workforces. But while the effects of Brexit unfold, what steps should hiring managers take today to be ready for the rush?

  1. Be Clear

Inaccurate or unclear adverts could result in time wasted sifting through the CVs of inappropriate candidates, or discourage the right people from applying. Before reaching out to recruiters or posting jobs online, sit back and consider exactly what it is you need. For instance, if you require flexibility in terms of working hours, or certain skills and experience, ensure candidates know what is expected.

  1. Be Focused

Focus on advertising in the places where your workforce is most likely to search for jobs. Whether this is in local papers, in store, on recruitment websites, or on universities’ jobs boards, pinpoint where your workers may come from by asking current employees where they found the job advertised.

If you’re using social media to access potential candidates in your recruitment processes, be sure to read our blog ‘Social Media Screening: Who’s Doing It? And Why You Shouldn’t’ for social media insights from the latest EMEA Employment Screening Benchmark Report.

  1. Be Legal

Just because an employee is on a short-term contact, doesn’t mean they have any fewer legal rights for employers to consider. For those on fixed-term employment contracts, ensure you are up-to-date with the current laws. Clarity is crucial to avoid confusion, so be prepared to supply an employee handbook or contract that clearly outlines what your new workers are entitled to.

  1. Be Friends

Identify those who work well during this short-term contract, and consider if they might be appropriate candidates for future roles. Student workers, for example, may well be worth keeping on record to rehire next summer. Be sure to keep in touch with any star performers so that they don’t look elsewhere when they’re next in need of work. They may even be the future leaders of your company.

  1. Be Diligent

Of course, at HireRight we’re champions of the importance of full and thorough due diligence, but for some hiring managers, there can be confusion over the role background screening can play when employing short-term workers. One area to consider is carrying out reference checks to supplement interviews and help businesses gain confidence that their new seasonal hires are the right cultural fit, as well as limiting risks associated with hiring inexperienced or unqualified candidates.

Our recent Candidate Health Check found that two thirds (63%) of job applicants provide incorrect information to potential employers, showing the value of running background checks on people’s claims. While some candidates will have made honest mistakes on their application, others may have exaggerated claims or – in extreme circumstances – be out to cause harm.

By taking these simple steps you can be ahead of competitors and be fully prepared to make the most of seasonal fluctuations in trade and workload. Best of luck!

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HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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