Human Capital Management Blog

Strategies for HCM Professionals

Why Seasonal Hiring Has No Place in Your Holiday Hiring Strategy

The truth is, you shouldn’t hire seasonally, you should hire to last.

When it comes to talent management tips, we’ve heard it all before: Start recruiting early. Focus in on students and retirees. Use better screening processes. There are about a million articles out there about seasonal hiring and they all seem to re-iterate these same ideas in a similar way. You should treat every candidate that walks into your store as a future leader of your organization, a respected alumni, and a life-long customer. Here’s why:

Interviews stay with people and potential customers
Candidates are potential customers. After an interview, people tell their family, friends, and other people they know about it, how it went, and what the whole process was like. If they stay quiet, it’s not for very long. The impression you make on candidates might go as far as social media. And in a world where customers are checking out Glassdoor reviews about the company before deciding whether to purchase products or services, it’s important to treat each and every candidate and employee with the utmost respect. It’s no secret that first impressions stick. So, without sugar-coating the job, make sure your first impression is one that leaves a candidate feeling heard, energized, and hopefully having learned something.

This should be a priority because it can have a significant influence on whether people perceive your organization as being trustworthy. Furthermore, your employees are some of the biggest advocates for your brand. For example, research conducted by Edelman Trust revealed that employees are the most trusted parties for communicating the treatment of workers and customers.

Culture building starts at the first contact
Unfortunately, you won’t be able to hire everyone who comes your way. However, you can – and should – treat every interview as an opportunity to provide a small window into life at your organization. By establishing increased transparency in the recruiting process, you’ll attract a team that is better suited to your culture. Writing in an article for Forbes, May Say highlighted the importance of culture building by saying, “A strong and clear culture can give everyone the proper framework to work within.”

For retailers, I can’t imagine a better time to focus on culture building than when they are preparing for their busiest time of year.

Your people will become your brand ambassadors
Employees who are happy often take to social media and their networks to share the news. The #ilovemyjob hashtag is shared on Twitter just about once every 5 minutes! Candidates, too, may also share interview updates with their followers. Giving talent a great experience to share with others and their networks could fill your next wave of open roles.

It’s important to keep in mind that employees who aren’t happy could also take their complaints online. Therefore, it’s critical to make sure you’re providing ample opportunity for your people to voice their concerns. In addition to giving them a platform to express themselves, town halls and one-to-one meetings can also be used to ensure management and HR professionals are approachable.

Finally, be sure to take employee referrals very seriously. The candidates recommended by colleagues are ones that key people who are already familiar with the company think would suit your culture well.

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1 comment

  1. Reblogged this on FJWilson Talent and commented:
    Anthony Haynes writes: One of the blogs we’ve featured on FJ Wilson Talent is Ceridian’s. Here we reblog a post on Ceridian by Maurice Fernandes. We find that each of the points it makes — for example, that ‘interviews stay with people’ — harmonises with our thinking and our experience.

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