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A Guide to Finding Temporary Workers This Holiday Season

Christmas is almost two months away and companies are ramping up their holiday hiring demands. Amazon, FedEx, UPS, Target, Macy’s, Kohl’s and USPS are just a few of the companies hiring thousands of seasonal workers this year.¹ PeopleReady, a division of TrueBlue Inc., reported 19 million job postings in the field. USA between August and September when vacation rentals start to pick up.²

As holiday hiring ramps up, labor shortages are still very present and this holiday hiring season will be one of the toughest yet. Of the 19 million jobs listed above, 14 million of those jobs are still active. PeopleReady also noted that the most in-demand job positions during the holiday season include: delivery drivers, sales associates, warehouse workers, server and food service workers, hosts/hostesses, and cleaners/housekeepers.³

While recruiting challenges will certainly be present this holiday season, it provides an opportunity for staffing companies connect with companies that may not normally turn to staffing firms for their recruitment needs. Now is the time to reach out to potential clients who may have vacation hiring needs and see the benefits of working with your staffing firm. An easy way to find these potential clients is using your ATS to search for companies that work in in-demand industries stated above. A simple email and phone campaign can be put together to reach these potential clients. However, you’ll want to complete your holiday orders early, as positions may take longer to fill this year.

Once you have your holiday orders in place, setting a strategy for fulfilling those orders will be essential. Below are some tips to keep in mind when looking for workers this holiday season.

Offer recruitment incentives

Much of the recruiting this season will involve recruiting incentives such as sign-on bonuses, referral bonuses, and more. Indeed noted that the last week of September showed that 3.2% of seasonal job postings on Indeed highlighted financial incentives, up from 0.6% during the same period in 2020 (4). Ways you can incorporate recruiting incentives include:

• Sign-up bonuses

• Referral bonuses if the candidate you hire refers someone. A special referral bonus can also be offered to employees who work for the company you are hiring for.

• Incentives for returning seasonal workers

• Incentives can also be non-monetary: a streaming subscription service, a family holiday dinner, a grocery store voucher, a monthly or annual meal subscription service, tickets to a sporting event or local attraction, etc.

However, what is important to note when creating your incentive strategy is that different generations have different values. What may appeal to a baby boomer may not appeal to a millennial. It is important to know your audience and what attracts them to work. When offering incentives for each of your jobs, think about the ideal candidate and what they would value. They may value non-monetary items against the bonus.

If you’re not sure what would appeal to your candidates, you can send a survey to the candidates you’re reaching out to find out what recruiting incentives motivate them. Another option is to offer a range of recruitment incentives of similar value and the candidate can choose which one they want. This could make it a little more fun when the candidate gets to choose their “hire gift”.

Finally, for jobs that may be less desirable, consider offering a better incentive. This could include jobs with non-traditional hours, intensive hours, etc. Less desirable jobs will be even harder to fill, but the added incentive may attract more individuals to apply for the job opportunity.

Include holiday cheer in your job description

Looking for ways to help your job description stand out? What better way than to incorporate the holiday spirit! Would you rather “help Santa deliver presents this holiday season” or “work in the warehouse.” Would you rather “help holiday shoppers find the perfect gift for their loved one” or “work in retail.” By being creative with your job description, you can immediately get more attention and interest in the position. You want the job to sound appealing, and this is one way to do that.

Don’t forget to include recruitment incentives in your job description as well. You can even tailor it to your holiday description by saying “our holiday gift to you is a $500 sign-up bonus” versus “we’re offering a $500 sign-up bonus.” Be creative and have fun with your job description or you’ll get away with it.

Promote your holiday jobs on your website

Whether you have a special landing page for your holiday jobs or a banner on your homepage advertising that you are hiring seasonal workers, make sure your holiday jobs are present on your website. Every time someone visits your website, you want them to know that you are hiring for the holidays. That way, you won’t miss an opportunity for a candidate to apply. Someone who visits your website can also see it and could refer someone to it. Your website is an important place for promotion that you don’t want to miss.

Use your ATS to find last year’s seasonal workers

If a candidate was a seasonal worker for you last year, they may be interested in being a seasonal worker this year. Reaching out to last year’s seasonal workers is a good place to start your search. Using your ATS, you can identify last year’s seasonal workers and send those individuals an email campaign about the vacancies you have available. This would be a good opportunity to mention the recruitment incentives you have to offer – perhaps you have a special incentive for returning seasonal workers.

If you’re undecided about what might entice these candidates to work, you can include a survey that asks what incentive would make them come back as a seasonal worker. It’s a good way to measure attractive recruitment incentives for your candidate pool.

Use your ATS to contact other candidates

After you’ve reached out to last year’s seasonal workers, you can then use your database to find other candidates who worked in any of the demand industries who rent for holidays. You can also search for candidates whose work ends around holidays and candidates who have worked around holidays in the past. These are just a few of the search options you can perform to find relevant candidates.

Reach out to local colleges and high schools

College kids fit into the right demographic for holiday work. College students have 3-4 week winter breaks, making it an ideal opportunity for them to work over the break if they are interested. High school students may also qualify for some of the jobs you are hiring for, especially retail and restaurant workers. College and high school students may not be the typical demographic you target for your recruiting needs, but seasonal work can be perfect for them. This year, more than ever, it can be useful to take advantage of this market when trying to fill positions.

If you’re reaching out to colleges and high schools, think about some recruiting incentives you could offer this generation, as what they’re interested in will be very different from the baby boomers.

Launch a social media campaign

The holidays are a special time when holiday cheer is spread, chestnuts are roasted over an open fire, candy is exchanged, trees are lit and more. It’s the time of year that’s special, as are the seasonal jobs you’re recruiting for. Social media is the perfect place to have fun! Invite your followers to join in the holiday spirit by working on a holiday job. Create special holiday themes for your posts, create a hashtag tailored to your company, maybe you can even encourage your followers to share your posts and every time they share they can be entered into a draw for a special Christmas gift. A social media campaign is also a good opportunity for discussion benefits of seasonal employment. You might interest someone who wouldn’t even think of working during the holidays.

Host a holiday job fair

Hosting a holiday job fair is another opportunity to have fun promoting your seasonal jobs. Invite candidates to your “Winter Wonderland” holiday job fair where hot chocolate will be served. They can learn about your holiday job opportunities and seasonal job benefits while enjoying freshly baked holiday cookies. Maybe you can even offer an incentive to get them to come, such as all attendees being entered into a “Frosty’s gift card drawing.”

Overall, a holiday job fair is a great opportunity to connect with potential workers and turn holiday jobs into an exciting work opportunity.

Support that this could lead to a full-time position if possible

If the job has the potential to lead to a full-time position, you’ll want to mention that in the job description and when advertising the job. One might only care if an opportunity for a full-time position would arise afterwards, so you wouldn’t want to miss out on these candidates.

It’s hiring time

We’ve reviewed just a few ideas to think about when filling positions this holiday season. While finding workers for holiday jobs may be even more difficult this season, it presents an opportunity for staffing companies to tap into new markets and seek new business opportunities. It’s a time when staffing companies can provide support and expertise to companies that don’t normally work with those who need to hire workers. Once you are presented with holiday jobs, in addition to finding the right candidates to reach, it will be critical to think about the right incentive for your target audience. Finally, have fun with it! The holidays are a happy time. Incorporate this holiday spirit into your job description, social media posts, and job fair. If you were a candidate looking for a holiday job, would you rather work for Santa at the North Pole or work for the Grinch at Mount Crumpit? My guess is that they would want to work for a company that is warm, welcoming and offers them a special holiday gift.

Springs

1. Hip2Save

2. and 3. Personnel analysts

4. Yahoo! Finance

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