With the holidays coming up quickly, you may already find yourself worrying about what’s coming up on the horizon for your business. A particularly stressful holiday hiring season will do that to anyone. One of the best things you can do as a company is work on your seasonal employee retention strategy. How can you maximize the recruiting that you have done this year, so it lasts for multiple years? That’s what we’re talking about in today’s post:
1. Keep In Contact With Your Past Seasonal Workers
One of the most crucial things you can do to maximize returning seasonal workers is keeping in contact with them. You want to make sure that your company is top of mind when it comes time to look for the next seasonal job.
You can do this by creating an email list for past hires. When you sign on new employees, ask them if they would like to be added to an internal newsletter for previous seasonal workers. You can use that email to send monthly reminders, regular job opportunities, and other company news. Once it’s time for you to start hiring seasonal workers, this email can include information on that hiring process.
2. Give Your Past Workers First Dibs On New Seasonal Openings
Once you know how many spots you have available for your seasonal positions, reach out to the people who have held a seasonal job with your company in the past year or so. Now, this doesn’t give them an automatic hire, but you may fill most of your roles before you release information to the public.
Make the application easy for them to fill out based on their past year’s application. Then when your previous seasonal workers turn their applications in, you have a ton of people to look through first without spending any real-time hiring.
3. Offer A Slight Pay Increase to Workers Who Are Hired Again
Since seasonal employee retention saves your company money on hiring new workers, put some of that money back for returning employees. Even seasonal workers would appreciate incentives to return to your specific company!
This slight pay raise can make a significant impact, especially during the holiday season. Your seasonal employees are taking these jobs to make extra money to buy gifts for friends and family.
Overall, this pay raise gives them a reason to come back to your company, over finding another seasonal job because you are offering a pay raise.
4. Acknowledge How Valuable Seasonal Workers Are (Just Like You Would For Any Other Employee)
Last, but not least, you need to acknowledge how valuable seasonal workers are. It’s going to be difficult to retain your seasonal workers if they aren’t treated well during their current work cycle.
If someone takes nine months away from your company, what will they feel about the work environment during that time? Will they be upset about the time they wasted at your company? Will they be keeping their eye out for any way to work with your company again?
You must work on your company culture, especially as it relates to seasonal workers.