The Ultimate Guide to Seasonal Hiring

Editor's Note: This piece was originally published in October 2021 and has been updated to reflect data in 2023.

This holiday hiring season is going to be a bumpy ride. The tight labor market has continued to be a top-of-mind problem for almost every industry, and there's no easy solution. The fact is, the pandemic fundamentally changed people’s expectations about work. In order to successfully compete for today’s talent, employers must step up their approach to seasonal hiring.

So what can a hiring manager do in this market?

From making public relations plays to offering big bonuses, employers are trying their hardest to stand out. For example, Southern fried-chicken-finger chain Raising Canes dispatched 500 corporate team members across the country in 2021 to raise awareness for their need to hire 10,000 workers during the holiday season. The move generated a lot of media buzz, which likely placed the company in the minds of workers looking for their next job; within two months, Raising Canes surpassed their goal with 53,000 hires.

To stay competitive this holiday season, you’ll have to get creative with how you attract and hire temporary workers. With that in mind, we created this comprehensive list of tactics to help you improve your recruiting strategy so you can close staffing gaps. 

Start Hiring for the Holidays Now 

Even in the summertime, employers aren’t hesitating to jump into holiday hiring. In an Indeed survey of retail employers, 48% reported that they have been hiring more over the past 6 months,¹ and the number of open roles on Indeed is 27% above the pre-pandemic baseline. Beginning early not only gives hiring and training teams plenty of lead time but is critical to stay ahead of competitors.

Companies already need in-person help all along the supply chain: filling orders, shipping packages and working in the warehouse, manufacturing and retail. Hiring early in the season makes time for on-the-job training and development, allowing employees to adapt to a new work environment, learn from their coworkers and understand customer needs ahead of the holiday rush.

My advice for employers looking for seasonal workers is start now.

AnnElizabeth Konkel, U.S. Department of Commerce economist

“My advice for employers looking for seasonal workers is start now,” said AnnElizabeth Konkel, current U.S. Department of Commerce economist and former Indeed economist. “Do not wait later into the season, because you may really feel a big crunch.”

Raise Your Hourly Wage  

Take a good look at your hourly wage — you may need to raise it, not only to meet the current market rate but also to entice more quality talent. In a recent Indeed survey,² 44% of U.S. job seekers said they are unsatisfied with their salary or hourly wage. At least 23 states raised their minimum wages this year, and the big brands are willing to pay way over that to get workers: many offer over $20 an hour to more experienced staff.

Plus, many companies are offering signing bonuses on top of the higher wages in hopes of luring in new holiday workers. For example, large online retailers tout hiring workers at more than $18 per hour plus sign-on bonuses. Raising your rates can help attract workers before crunch time hits in December.

Optimize Your Website for Easy Hiring

Take a look at your website from a job seeker’s perspective, and go through the application process. How user-friendly is it? If there are a lot of unnecessary steps, that could lead to potential hires leaving before they even apply. UPS, for example, can send candidates an offer within 25 minutes of receiving a job application thanks to a hiring process that is fully digital and optimized for speed. 

Candidates don’t want to fill out exhausting applications. They’re counting on you to parse their resumes and limit fields to relevant, application-related information. According to Indeed data, 74% of traffic on Indeed is via mobile devices, and employers who accept mobile applications receive up to six times as many applicants. Your application process should be mobile-friendly and, if possible, allow for communication with potential hires via text message. Indeed launched the Connect for Employers App this year to aid responsive mobile communication with applicants and keep them engaged with your hiring process.

Finally, when you find a suitable candidate, virtual interviews are another way to streamline the hiring process. (Indeed even built a platform to help.) 

Consider Candidates with Transferable Skills 

When placing a job ad or interviewing a potential seasonal hire, be mindful of “must-have” versus “nice-to-have” abilities and traits. New talent may still be building their resumes, as 17% of Gen Z workers say they have less than five years of experience. Be clear on what you’re looking for, as well as what can be taught. Making an investment in workers with transferable skills could be the answer to solving your labor shortage.

Just because someone doesn't have experience in your department or industry doesn't mean they can't adapt. For example, hotel front-desk experience may make someone a great asset for customer-facing retail positions, such as sales or returns. And a production-line employee who knows how to assemble and build could likely adapt smoothly to warehouse work. 

Consider also looking at unconventional candidates. Veterans may not be the first group of candidates you think of when you're trying to fill seasonal retail roles, but they actually bring with them a multitude of transferable soft skills. These include teamwork and leadership, which are critical to maintaining order and discipline in a military environment, as well as strong critical thinking and problem-solving skills — important in the often stressful, unpredictable and ever-changing military environment. These transferable skills may make veterans the perfect candidates to handle the hectic holiday retail environment. 

In addition, reassess potential barriers or biases that prevent candidates with criminal records from applying to your roles. Workers with criminal records exhibit no more cases of misconduct in customer service roles than other workers. They actually stay with companies longer, saving employers thousands in turnover costs. Taking steps like delaying questions about a criminal record until the late stages of the hiring process and updating background check processes can help focus candidate evaluations on abilities for the role.

If seasonal hires with transferable skills or unconventional backgrounds perform well in their roles, this practice could become one that you use year after year to find great seasonal workers — or even permanent employees. 

Hire for the Long Term 

While seasonal hiring is often a short-term concern, many companies are thinking beyond the next few months. Some of the largest U.S. retailers, for example, have demonstrated hiring plans with a long-term vision in mind that extends well beyond the holiday season, with goals of hiring tens of thousands of permanent workers.

Let your seasonal workers know that there’s a good chance for long-term placement once the holiday rush is over and offer top performers permanent roles with your company. Not only is this an attractive selling point for your company, but if you clearly communicate your benchmarks for success, workers will also be more inclined to put in their best effort in hopes of staying on as full-time employees. 

’Tis the Season for Perks 

Workers today aren’t just getting bigger paychecks; they’re getting more perks, too. From child-care reimbursement to significant discounts on merchandise and catered food at the office, many companies are getting creative to get the help they need. 

Offering long-term education and professional development opportunities — such as the ability to earn a debt-free bachelor’s degree — helps workers to develop their knowledge and skills, benefiting individuals and companies alike. This approach could also incentivize full-time employment, a talent-retention win that extends well beyond the holiday season. 

Flexibility Is a Must 

Boosting flexibility is critical when candidates have their pick of jobs. 

For some, schedules might be tight due to child-care constraints; others might be working multiple jobs to supplement income. Given the complexities of the seasonal market and worker availability, managers should be flexible with how they construct their schedules and consider all options when hiring part-time workers with limited availability. 

On-demand shift swaps are a simple way to introduce scheduling flexibility, particularly in sectors such as retail and hospitality. The ability to have a flexible schedule might be a deciding factor for many job seekers, especially those with limited availability such as college students, working parents and caregivers or those balancing multiple jobs. 

Tap Your Current Staff

Your current staff is a great source for finding future talent. Indeed found that 56% of retail job seekers reach out to friends and family when looking for opportunities. Tap employees for referrals, and offer a financial incentive that's enticing enough to lure their qualified friends. If your budget is tight, small perks can go a long way: consider offering prizes, swag or even dinner at a local restaurant. 

No matter where or how you’re recruiting seasonal workers, remember: employee expectations have changed, likely for good. The ability to attract and retain today’s talent takes more than just offering competitive compensation and benefits; it also requires providing flexibility and a positive company culture. With these tips in mind, you can get ahead this holiday season — and beyond.

Sources
¹U.S. Indeed data, total n=150
²U.S. Indeed data, total n=750