How to win at seasonal recruitment with an RPO solution
Seasonal workers are traditionally thought of as people who work in the run-up to Christmas to help with the extra workload caused by the festive season or workers employed in businesses that are only open for part of the year. This could include lifeguards at outdoor swimming pools or working at a ski resort.
In 2021, there were 26,307 Christmas jobs on offer, up from 13,668 in 2020. The biggest seasonal employers hired over 130,000 during the winter of 2021.
At the end of September this year, the newly rebranded Indeed Flex platform noted an increase of 244% in job postings containing the word Christmas over the same period the previous year.
Additionally, Indeed Flex found that 26% of UK adults were proactively looking for temporary, seasonal work, and of those, nearly a third said they would be working over the festive period for the first time, hinting at the impact of the current cost of living crisis.
Between 2019 and 2021, the UK government ran a series of pilots each year to provide six-month visas for seasonal horticultural workers to help with fruit and vegetable planting and harvesting. In December 2021, the decision was made to extend this until the end of 2024, when the government pilot scheme would be reassessed.
Seasonal workers are an integral part of the smooth running of the UK economy, and ensuring you are hiring them effectively and efficiently is essential so that you reap the benefits of seasonal staff. An RPO solution can make seasonal recruitment easier and less stressful for your business.
Five benefits of hiring seasonal workers
1. Flexible workforce and less risky hiring
Employing seasonal staff gives employers the flexibility to manage ever-changing staffing requirements quickly and easily. For example, as workloads change over the holiday season, staff can be easily added or deducted as necessary without painful and costly layoffs when they are no longer required.
When you know you’re only going to need workers for a set amount of time to cover high-demand periods, it saves the need to hire permanent full-time staff with the associated costs that involves.
Every company occasionally makes a poor hiring decision. When this happens, losing a full-time employee that isn’t working out can be expensive due to the time and money spent on recruitment and training. With seasonal staff, if they don’t work out, you can contact your RPO provider and request a new seasonal worker. You have no commitment to keep seasonal employees who don’t fulfil your needs.
2. Assist permanent staff and boost morale
Employing seasonal workers can help to lighten the load of your permanent, full-time staff and help to reduce their stress levels.
Being overworked and stressed can wreak havoc on employee morale. By adding seasonal workers when you are at your busiest, avoids the need for your permanent staff to absorb this increase, often causing their workload to double. Poor morale due to overwork and the associated stress doesn’t just affect your employee’s productivity but can lead to higher employee turnover if they decide the high-stress levels are unnecessary.
3. No onboarding costs or overtime
When you employ full-time employees, you must onboard them, including training, associated HR administration and immersing your new employee in your company culture so they can get the most from their role and you get a productive and effective employee.
Seasonal workers are brought in to fulfil a specific need for a short period of time. Therefore, the training they will need is minimal and related to their assigned task. As a result, the HR and payroll administration is significantly reduced and can often be handled by your RPO solution provider.
Additionally, bringing in seasonal employees will alleviate the need to pay overtime to your permanent staff at a significantly higher rate than you are paying your seasonal staff. Not only will you be reducing payroll costs, but you will also improve the lives of your permanent employees.
Using an RPO partner for your seasonal employees significantly reduces the cost burden on a business.
You won’t have to worry about advertising, interviewing, or any other recruitment-associated costs, and your in-house team will be freed up to focus on your full-time employees.
5. Potential Talent Pool
Forward-thinking organisations are always looking for high-quality talent for their talent pool or to fill vacancies as they arise. Seasonal employees who prove adept at their assigned role, show enthusiasm, and cope with the stress of a high-demand period may be worth considering for permanent positions.
Seasonal workers who are with you for a few months can be assessed during this period and perhaps given additional responsibilities if they prove their worth. If, at the end of their short-term employment, you have a suitable role, they can be onboarded quickly and assimilated into your organisation easily, given their experience of working with you.
How to hire seasonal workers
One of the most important aspects of hiring for seasonal roles is a clear, compelling job description. This should include relevant keywords, including ‘temporary’ or ‘seasonal’, as well as the job title and the start and end dates for the role. Detail the exact skillset the position requires and highlight any benefits or perks available for the successful applicant.
At certain times of the year, like Christmas, there is often competition for the best seasonal talent, so it is advisable to start recruiting as early as possible to have the best selection of applicants and to have the time for any training required to be carried out before they need to start in the role.
Good sources of appropriate candidates include:
- Retired workers
- Recent graduates taking time to assess their long-term goals
- Stay-at-home parents who are keen to work when their children are in school
- Students back for the holidays
How can an RPO partner help with Seasonal recruitment?
Partnering with an RPO provider can be an effective way to resolve your seasonal hiring issues.
They have experience building talent pipelines from the ground up and can assist you in creating a sustainable, seasonal hiring program that will deliver for you year after year.
RPO partners will often source and utilise specialised recruitment technology that will allow you to track, measure and optimise your seasonal hiring campaigns. The technology can show you the most effective channels and recruitment marketing messages that provide you with the best candidates for your roles.
Importantly, RPO providers aren’t just for high-volume seasonal hiring but can streamline your recruitment needs year-round.
Want to know more? Call us on 01252 624 699 or email email@example.com