Written by Kyle Lagunas
During peak periods – around the holidays, tax season or over the summer – it’s critical that businesses can easily manage the addition of temporary employees and quickly get them up to speed. And from recruiting and training to offboarding, seasonal employees can put your human resources software and processes to the test. Not only do you have to find and hire the right people, you have a very short time to train them and get them connected to your organization.
Here, I’ve outlined a few ways to go above and beyond your normal onboarding process to get seasonal employees geared up and ready to go.
5 Tips for Onboarding Strategies
Some people may assume I’m focused on training when I say “onboarding,” but the fact is that the employee experience starts in the recruiting stage. With this in mind, here are a few key strategies to help you throughout every phase of the process:
Tailor your recruiting strategies. Your recruiting efforts should be tailored to meet the specific needs of a seasonal workforce. It’s important to make the details of the opportunity clear from the get-go. Also, be wary of how you communicate potential for further employment, as you don’t want folks making assumptions.
Perform due diligence. Don’t skimp on due diligence in collecting legal papers and monitoring employees’ schedules. “A lot of people short-circuit processes like verifying work eligibility or tracking hours correctly. It should go without saying, but you really need to be sure you’re following the law,” says John Rossheim, a senior contributing writer at Monster.com.
Provide proper training. According to Forbes Woman columnist and onboarding expert Emily Bennington, onboarding should focus on integrating new employees in three areas:
Technical Skills: To what depth of expertise do seasonal employees need to be trained to perform their jobs?
Company Culture: How thoroughly do seasonal hires need to understand company policies and values?
Social Integration: In what ways can you connect seasonal employees to your organization so they feel like they are part of the team?
Know your capacity upfront. Whether you have a general human resources software system or a hodgepodge of spreadsheets and checklists – it’s important to know your capacity. Can your back-office system efficiently handle an increased volume in applicants and new hires?
End Things on a Good Note with Offboarding. Bennington says “there’s definitely an opportunity to establish brand ambassadors.” Offboarding provides a chance to make a lasting positive impression, while gaining insight into the worker’s experience. Standard offboarding practices include surveying workers on their experience. Bennington suggests going beyond surveying, and having one-on-one exit interviews with select employees to get more candid responses.