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The festive season is upon us, meaning more people are on leave, going on holiday and in a spending mood.  This puts pressure on retailers to keep up with the demand in store, not only for stock levels but customer service becomes more important as people get in the festive spending mood.  Seasonal workers are a great resource to aid this high demand.

 

Here are five tips for hiring seasonal workers:

  1. Know who to approach.

Students, for example, are a great labour force for seasonal work because they have long holidays and often prefer temporary work.

  1. Don’t skimp on training.

The influx of new hires may be stressful but consider them as new employees rather than people to fill your schedule. Placing workforce on the floor with little training and onboarding can damage your bottom line and customer service.

  1. Maximise with returning employees.

Most business books will say attracting a new customer cost more than a returning customer, a similar view can be held for seasonal workers.  Consider implementing a procedure that enables you to know who will likely return.  This will streamline your hiring process and add predictability to your planning for the next year.

  1. Rewards

High employee turnover rates can be expected during the festive period, meaning during the busy period businesses will need to hire more employees.  Consider setting up a rewards initiative for seasonal employees who fulfil their period of employment.

  1. Don’t cut corners.

As tempting as it may be to exclude certain HR processes to save short-term costs, keeping seasonal employees included will avoid uninformed employees and keep you from contravening the Labour Relations Act, Basic Conditions of Employment Act and Employment Equity Act.

 

While the demand during the festive season places stress on businesses, hiring seasonal employees the right way can avoid further stress during the season. Read our blog on the Legal Woes for Hiring Seasonal Employees.

 

Disclaimer: The material above is provided for general information purposes only and does not constitute legal or professional advice. Neither the author nor the publisher accepts responsibility for any loss or damage that may arise from reliance on information contained in this article.