3 Tips for hiring seasonal employees

Autumn is here and the holiday season is rapidly approaching. For many small businesses, this means starting the process of onboarding part-time employees to handle the normal uptick in sales. While the necessity for seasonal employees vary by industry, CNBC found that some large delivery services, like UPS, plan to hire about 100,000 new individuals this fall in response to an expected increase in package volume. Though there is a chance for workers to become full-time employees, most only work for a few months.

Chances are, your small business is only seeking a few extra hands for occasional help, but it's still highly important to find the right part-time fit for you company. Though there are some similarities between hiring intermittent employees and full-time staff, there are different factors to consider. From crafting a job posting to following rules and regulations, here are three tips for hiring seasonal help.

1. Look within

Monster, a leading global employment website, suggests that some of the best seasonal help can be found in your own customers. People who often frequent your business could already be well acquainted with the merchandise and company culture. Aiming the recruitment process at existing customers can also cut down on the cost and time it would take to advertise a job posting elsewhere.

On the same note, ask existing employees for referrals. A trusted, hardworking agent will most likely know other individuals who would be available and capable of the work. Adding an incentive, like a referral reward program, can increase the quality and quantity of applications.

Some businesses that offer retail, packaging and shipping services will see a large increase in activity during the holiday season that runs from the beginning of fall up until the new year.

2. Seek retirees

Every small business has different hours when they need more hands on deck, so finding seasonal help that has an open and flexible schedule is a win-win. You will be able to receive extra support when needed, and the new part-timer will not feel like they are being punished by only being available certain hours.

A foolproof way to find an employee like this is to appeal to retirees who do not have many other commitments. As Monster found, this group can bring in diverse skills from their past work experience that actually has the ability to return in future seasons – unlike high school or college students who are constantly on the move.

3. Consider coverage

The seasonal workforce is a bit of an anomaly when it comes to required healthcare and employee benefits. To keep it simple, Forbes explains that seasonal employees do not need to be offered health insurance during their initial measurement period. Even if they are working full-time hours (30 or more), you can track their work during a period of three to 12 months as their initial measurement period. Since most seasonal help lasts no longer than six months, they are within this time-frame and do not have to be offered benefits.

On the other hand, if your seasonal worker is clocking in at under 30 hours a week, they will not be considered full-time and no paperwork is needed for health insurance.

While this is helpful to businesses, it is important not to take advantage of the rules. If you are knowingly hiring a full-time, long-term employee, you cannot use a 12-month initial measurement period to delay offering coverage. If this is discovered, your business could face serious penalties. 

Seasonal employees can be a great asset to your small business, and sometimes have the potential to get taken on full-time. In the case of UPS, 35% of their seasonal hires become permanent employees after their holiday stint has ended. If you are considering hiring seasonal help, make sure to keep your job posting clear about the expectations and scope of work. Start the process early as well – both future and current employees will appreciate knowing what the plans for the holidays are in advance.

And most importantly, make sure you're in compliance with federal and state employee regulations. An attorney for business can be your best resource for help navigating employee relations and understanding the law. 

Categorised in: Business Law

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