It’s not always easy to find the right people to do the job. Holiday hiring is a little bit harder because of the hurry associated with it. Staffing for busy holidays goes beyond big business as well as retail stores. If you are in the retail sales, hospitality, technology, inventory, administrative or fall under larger commercial companies, then you know you will require extra help during the holiday season. It may seem early to start now but to consider how hectic overwhelming the season can be to you, it is important to start planning now to avoid last minute rush. And making hasty hiring decisions to make a brighter holiday.
Experts strongly advise against hasty approaches to holiday hiring. There are things to do to ensure you only get the suitable and right people for the job. This means thinking ahead of time. Highlighted below are six tips for effective holiday hiring.
Stress Tests and Phone Screens
It is strongly advised to save some time to screen candidates in a form of a phone interview in advance. Try to talk to the people you want to hire over the phone briefly and eliminate those that do not satisfy you and can apparently not fill the role. An example is when you need a friendly festive gift wrapper and the candidate on interview has a surly communication style, you can establish that with a brief interview chat over the phone in a form of short negotiations training.
It is well important to ask your candidates if they are familiar with the specific skills that are required. In your interview, do not forget to talk about stress as well. Holidays stressful and hectic and the candidates you need are those who can keep calm under pressure. After all, the main reason you are hiring is the pressure associated with the holiday season.
Keep Terms Clear
It is very crucial to maintain the terms of the position especially when you are talking to prospective workers. You frame questions that imply the job is just temporary and not permanent, and you should as well make yourself attractive because employment is a relationship.
Even though it is a temporary position, you should ask about long-term goals. Try to learn about your candidate are they can be prospective permanent employee or customer someday. Try to create goodwill to the people always as you may never know what will happen following holidays.
Seek Out Warmth
With seasonal hires, personality accounts a lot. You should keep in mind that the candidates would likely deal with annoyed and angry holiday shoppers when interviewing, and these customers expect stellar customer service. Your candidate must be able to stay professional and calm in this situations. Behavioral questions during the interview help to know the trends of a person in reaction to stressful situations
It is in the best interest of your organization to consider this. With seasonal hires, it is important that you double check your candidates with their references. Prefer to choose the candidates who have had previous employers listed as referees to attest to character, professionalism and performance of the candidates.
Short Gig But Long View
You should stint to a hiring strategy even though seasonal work is short term. Take advance time to search for holiday workers and what others are paying for such services in a glimpse to know your market. Consider the advantages and benefits you’ll offer to the temporal workers. You will have to formulate an eye-catching and hiring strategy.
Think More Employee and Less Temporary
While you may be thinking that your employees are temporary, put in mind that it is crucial that the kind of impression they will give to outsiders about our brand isn’t. Treat them like your permanent employees. Look for employees that not only meet the positions qualification but also fit into the position culturally.