With summer just around the corner, employers in industries like leisure, hospitality, retail, and Quick Service Restaurants (QSRs) are competing to secure top temporary workers to meet the surge in demand for their products, services, and vacation experiences. A shrinking labor pool can make securing quality seasonal talent more challenging, especially during peak seasons. 

To meet this staffing challenge, make sure you’ve considered these seven strategies to help make your summer season successful.

1. Kick off your recruitment drive early

Start your summer job fair early to give yourself time to thoroughly vet your applicants. Identifying which new hires are and aren’t a good fit for your business can be the key factor in ensuring your teams run smoothly.

Bottom line: It takes time to learn the ropes and start working at maximum productivity. If seasonal workers aren’t given enough time for quality training, they could make costly mistakes that result in a dip in customer satisfaction.

2. Consider widening your applicant pools 

Retirees, veterans, and college and high school students often have more time and scheduling flexibility. This makes them ideal candidates when you’re looking for additional help to meet the surge in summer demand. 

Also, in some states, subsidies and tax benefits are available to companies that hire from these populations.

3. Set clear expectations 

When hiring seasonal workers, establishing clear expectations from the outset can reduce the chances of any misunderstandings or conflicts down the line.

Ensuring applicants understand the length of their contract, working hours, pay rates, and your company’s health and safety protocols will help mitigate staffing perils.

4. Provide adequate training and support

Although seasonal workers may only be with you for a few months, they still represent the face of your business to customers. That’s why providing them with thorough training and other support mechanisms (such as dedicated mentors) is essential for a smooth workforce integration. 

This not only ensures they’re able to perform their tasks well, but it also helps them to feel like valued members of the team, making them more likely to feel invested in their role and perform to a higher standard. 

Happy seasonal workers this season may mean a reduced effort in recruiting and training for the next season should top performing workers opt to return.

5. Define a performance evaluation framework for your seasonal staff

Creating a similar Key Performance Indicator (KPI) framework, including regular performance reviews and employee recognition awards, for your seasonal workers to help optimize and even energize your temporary workforce.

Measuring and evaluating the quality and output of your summer staff can help you effectively assign key responsibilities, and identify which workers you’d like to convert to full-time staff or invite back next season.

6. Establish a conversion plan

As the end of the summer draws near, be sure to have a formal conversion plan in place that allows you to hire a certain number of high-performing temporary workers into full-time positions.

Seasonal workers who have been welcomed, well-trained, and rewarded will be motivated to stay with your organization and build their careers with you.

7. Extend your benefits program to include seasonal workers 

It’s important to remember that over the summer, you and other companies in your industry are competing for the same talent. Seasonal workers will be inclined to accept temporary positions at companies where they receive competitive pay, compelling perks and benefits, and favorable working conditions. To stand out as the employer of choice for seasonal workers, consider offering no-cost employee benefits like Earned Wage Access, also known as on-demand pay.

With Earned Wage Access, your seasonal workers can quickly access the money they’ve already earned after their shifts. It’s also easy to set up; no need to disrupt your current payroll systems. And there is no potential risk for workers to damage their credit records. Earned Wage Access isn’t a loan. Your workers pay no interest, and there are no credit checks involved.

Bottom Line

The summer season presents abundant opportunities for both employers and job seekers. Employers that start their recruitment drive early and leverage strategic hiring and retention approaches will be best placed to successfully navigate this season.

Learn more about how Payactiv’s Earned Wage Access services and complementary employee financial wellness benefits can boost your seasonal staffing efforts.

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