Summer is well underway and that means vacations, barbecues and ... seasonal hires? For many small business owners, May through September can be incredibly busy, which means the hunt for seasonal employees is on.
Teens and college grads alike are looking for jobs and activities, and these members of the millennial generation are also interested in gaining experience that will help them stand out in future endeavors. With that in mind, small business owners might think they have some tough competition on the hiring front. But by implementing a smart summer recruitment strategy, small business owners can attract capable workers without hurting their bottom lines.
Here are three creative ways to attract millennial workers:
1. Tap into the Power of Social Media
Social media platforms have become an important resource for employers to connect with potential applicants. In fact, a recent study of 800 HR and talent acquisition professionals by Jobvite found that 89 percent of U.S. companies said they recruit through social media. Of these, two-thirds successfully hired a candidate through social networks.
Some of the most popular social media websites include Facebook, Twitter and LinkedIn, but small business owners can look even further to sites like Google+, YouTube, Pinterest and Instagram. These specific applications provide small business owners a platform to publicize their company culture-which is becoming increasingly important to younger (even seasonal) workers.
2. Make Job Postings Stand Out
Details make all the difference in obtaining top talent. Differentiate your company's job postings from your competitions' by drafting something in line with your business' personality. This will attract individuals that fit your company culture and are more suited for specific job positions, making the entire hiring process easier. A creative way to depict company culture is by including interesting content like infographics, photos and videos. Including these in job postings will give potential applicants a visual representation of what your brand is all about, and a behind-the-scenes look at current employees' day-to-day activities.
3. Invest In and Publicize Training Initiatives
Qualified seasonal candidates often start looking early and rarely apply for only one job. In order to win over these candidates, businesses should have already made their summer hiring decisions but there's still time to bring on more motivated individuals.
It's important to weed out individuals who aren't willing to learn, or are only looking for a quick buck. You can do so by touting your training initiatives early on in the interview processes and gauging candidates' reactions. Seasonal employees are just that-seasonal-so small business owners will benefit from finding and training the right candidates early on.
Implementing e-learning is one way small businesses can further develop training programs while simultaneously decreasing costs and improving performance. Online tools standardize learning so your company is investing equally in all employees, which leads to a more collaborative work environment.
As long as there are busy seasons, seasonal workers will have a place in the workforce. And small business owners will continue relying on their presence. Creating a recruiting plan and keeping these creative tips in mind is all part of that process. By being prepared and following a strategy, small business owners can guarantee better hiring and business for any season.
John Swanciger is a seasoned technology executive with vast experience in team building, product marketing and strategic partner development. As CEO, he leads Manta to strengthen its current offerings, while expanding products and services for small business owners. John brings more than 15 years of experience working with high-growth business-to-business and business-to-consumer companies, including Accenture, Hotwire and Starwood Hotels & Resorts Worldwide, Inc. Most recently, he was Switchfly's chief commercial officer. John is a board director at Liftopia and received a bachelor's degree in finance from Boston College.