There are certain times of the year when organizations in both production and service field require more human resources in order to meet the growing customers’ demand. However, it is not always easy to stand out in the competition of seasonal talent acquisition.
There are 3 useful strategies that Faro Recruitment Vietnam suggest to make your organization fill your seasonal jobs in holiday hiring season.
1. Seasonal alumni program
Seasonal alumni program refers to the program that allows you to hire back seasonal workers who already worked for you last seasons. In fact, some of them may even worked for you for multiple seasons. In reality, seasonal alumni programs have helped organizations to fill up to one third of their requirement for human resources for seasonal hiring.
However, not all organizations know how to organize successful alumni programs. One of the main mistakes is that they treat alumni just like every new hire. And do not forget to make the alumni offers about 1 month prior to the 1st work of seasonal hiring.
Here are some tips to increase the apply rate of alumni program. Some companies even throw an alumni party/ team building 30 days before they start to increase the filling rate up to 20%. There are some extra tactics to encourage them for signing up early such as giving gift cards/ small incentives at multiple times: after the first week of work, 1 month prior to actual work…
2. Mass text messaging
There cannot be a successful mass seasonal hiring which is not associated with mass text messaging. Hourly workers do not wait before the computer and respond to your email. With unlimited seasonal hiring options, they never have to spend time for that. Therefore, it is essential that you develop a text messaging strategy to attract hourly candidates, especially for seasonal hiring.
There are actually many ways to use text messaging to target seasonal staff and normally you will have to text a successful candidate up to 10 times in a two-week period. After you have gather a sufficient pool of interested candidates, the next step is to communicate with them about time for mass interview and training. Smart system is also needed to source out who has responded and who has not, so that you can follow up with only the interested ones.
3. Awareness of your own capacity
Not knowing your own capacity can lead to the failure in season hiring from talent acquisition team. For example, if a company normally hire around 15 people per week, but now they need to hire 100 people. It is the common mistake for hiring managers to think that “we all just need to work a little bit harder, and everything will be ok”
In reality, if you want to raise your capacity, you will need to have a clear plan and strategy along with more technology, money and manpower. You also need to clearly define each person’s exact roles during the time.
In a competitive market today, it is crucial for organizations to understand the importance of seasonal hiring and its contribution to the overall successful business year. If you are wondering about how to fill in all the vacancies for the upcoming holidays, contact Faro Recruitment Vietnam right away for a free initial consultancy.