Summer is here, which means an increasing amount of organizations such as landscapers, house painters, and delivery companies are in the process of hiring seasonal employees. Best practices surrounding this type of hiring are just as important as the methods for hiring full time employees. Here are three key rules to remember during seasonal hiring:
1. Make the Timeline Clear
One of the most common lies hiring managers tell new hires is that there is room for advancement in the organization. This translates into seasonal hiring because some managers, in an effort to quickly hire the staff they need, will tell new hires they may be able to advance past the short-term season. If the hiring timeline is in fact confined to one season, it is important to be upfront about that with interviewees and new hires for two reasons. First, knowledge empowers seasonal employees to understand the organization’s goals and how they can advance those goals within their position. Second, fibbing about job benefits can leave an organization vulnerable to online criticism via social media, blogs, etc. There are even guides to walk employees through the process of complaining about abusive employers.
2. Treat All Employees Equally
Some seasonal employees feel like second rate team members for a number of reasons. treat their short-term employees as second rate members of the team. For example, managers hiring seasonal workers are often pressured by a short time line. As a result, they may rush seasonal employees through safety training so the work can begin. However, this can put seasonal workers in danger and can create legal complications, as employers are legally obligated to provide the same health protections to temporary workers as full time employees. Seasonal employers should also know that though they are responsible for the safety of seasonal workers, they share that responsibility with the recruitment firms that help bring in hires.
3. Understand Labor Laws
A number of seasonal employers are approached by potential hires that are not yet 18 years old. There are a number of benefits to hiring young workers; they have less chance of industry burnout and you have the opportunity to teach valuable skills to a beginning worker. However, it is important for seasonal employers to understand the labor limitations of underage, seasonal employees, such as the weekly hour maximum and daily schedule allowances. Having young employees can help create a vibrant team and help an organization create a full staff fast, but it’s important to know the labor laws of the employment state to do so legally.
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