Regardless of what triggers your seasonal demand, you need employees to help handle it. Sure, you likely practice seasonal hiring. But how do you know your approach is the best for your business?
Luckily, seasonal demand is a cycle you can observe and anticipate. And the right strategy can give you the means to pivot and adapt in the face of any unexpected challenge.
This guide is filled with tips for hiring seasonal employees. We’ll help you assess all your considerations, including:
- federal compliance requirements
- quick-turn talent acquisition
- effective vetting, onboarding and training
- and more
We’ll also examine why you should continue to invest in seasonal hires as if they were full-time employees. After all, giving your temporary workers a worthwhile experience could drastically reduce the cost of recruitment for subsequent years.
And as you rework your hiring strategy, we’ll also examine what you need to look for in tech that supports it. Take background checks, for example. A staggering 73% of HR professionals report significant challenges with the process, according to a Morning Consult survey commissioned by Paycom.
Businesses should invest in a background checks service that scales with increased hiring without compromising quality. Doing so can keep thoroughly vetting seasonal employees to a few days, not weeks.
Employers should also keep the stipulations of the Fair Labor Standards Act top of mind, including:
- minimum hourly wage requirements
- pay regulations like overtime
- health care coverage requirements
- teen labor regulations
With our help, you’ll be able to properly plan and address issues before they cost your business in clients, customers or compliance.