6 Steps to Hiring Seasonal, Temporary or Temp-to-Hire Employees

Hiring seasonal, temporary or temp-to-hire employees demands organizations invest time and effort to find the right people for the right positions. However, this process can become a drain on valuable resources such as staff time and attention. Companies must be agile and efficient throughout their hiring process in a highly competitive, fast-paced business environment.

Companies can implement our six key steps to streamline their seasonal, temporary and temp-to-hire processes. In doing so, companies can alleviate the pressure on valuable resources allowing staff members to focus on core business tasks.

Hiring Seasonal and Temp Employees

Main Takeaways

• Organizations may continue to experience a loss of limited resources unless the proper steps are taken to ensure a fast and efficient hiring process.

• Optimizing resources hinges on having a clear objective regarding seasonal and temporary hiring practices. By planning ahead, organizations can avoid unnecessary drainage on current staff members.

• A streamlined hiring process helps speed up hiring. In particular, posting relevant ads, pre-screening candidates, and conducting efficient interviews reduce the time and effort utilized in hiring practices.

• A trusted staffing firm alleviates pressure on staff members by handling the bulk of the hiring process, especially when these processes are recurring.

1. Plan ahead to avoid becoming overwhelmed

Starting hiring campaigns early can avoid becoming overwhelmed as deadlines loom. The pressure may exponentially increase when recruiters get a late jump on the hiring process. Consequently, recruiters must divert more time and attention toward hiring seasonal or temp employees.

At this point, the main issue lies in taking time and resources away from core business tasks. For instance, human resources professionals may find themselves spending more time and effort on recruiting than essential payroll and staff development tasks.

The antidote to this situation is getting a head start on seasonal and temp hiring. For some organizations, seasonal and temp hiring is an ongoing concern. It is, therefore, easy to plan ahead in anticipation of upcoming hiring seasons. For example, businesses in the hospitality industry can plan summer hires weeks in advance.

There are three considerations to keep in mind to get a jump on hiring:

1. Determining needs. Businesses must project their needs as much as possible. By “seeing into the future,” companies can anticipate their hiring needs. This approach allows recruiters to determine the number of employees and skill sets needed.

2. Define requirements. Determining needs in terms of numbers and skills allows companies to establish profiles for seasonal hires. A clear picture of workers’ profiles enables businesses to precisely target the people they need.

3. Determine types of staff. Understanding the types of staff needed enables companies to refine their searches further. There are three main types of short-term staff businesses can consider:

• Seasonal help comes on board during specific seasons, such as short-term staff in the hospitality industry during peak tourist seasons.

• Temporary staff fills short-term openings such as when incumbent staff members are on sick or maternity leave.

• Temp-to-hire. Temp-to-hire employees start in a company on a short-term basis but may remain on staff permanently.

Please note that temp-to-hire is a highly valuable practice as it allows companies to test employees before fully committing to them. When temporary or seasonal employees show they are a good fit for the company, the company, in turn, may consider switching them to a full-time role. Companies will find a way to hire good people, often by creating a position that did not exist. This approach is a low-risk, high-reward proposition successful corporations use to test employees.

2. Post relevant and engaging job ads

Finding the right talent largely depends on advertising the company and position(s) appropriately. It is crucial to focus on an engaging and accurate ad title. Ads should reflect the company’s core values while clearly stating what is expected of successful candidates.

Additionally, utilizing inclusive language to welcome a diverse workforce is a great way to find the best talent. Job descriptions such as “we’re looking for aggressive salespeople” or “we want nothing but the best” discourages talented folks from applying.

How so?

Utilizing superlative language does not foster inclusivity. Instead, using language such as “We’re looking for talented individuals” or “Our company welcomes committed individuals” can go a long way toward attracting talented folks.

It is a good rule of thumb for the ad should indicate what candidates can expect from the job if hired. Setting clear expectations helps bring in qualified people. When candidates know what the role demands, they will be keen to apply for positions they can fulfill effectively.

3. Pre-screen candidates before making a decision

Pre-screening candidates can save time and mistakes down the road. As companies build their talent pipelines, it’s essential to have vetted employees on call when needed. Pre-screening helps separate the wheat from the chaff ahead of time. Once the organization is ready to move forward with the hiring process, the organization has already done most of the legwork. As a result, anticipating much of the hiring process leads to much fast decision-making. Companies can then bring staff onboard as needs dictate.

Pre-screening is critical, particularly when staff hiring needs arise on short notice. For instance, suppose a manufacturing term receives a large order it must fulfill as soon as possible. In this scenario, the company does not have the luxury of meticulously going through the entire hiring process. By pre-screening candidates, the company has a vetted talent pool it can draw from without much delay.

Automated tools can facilitate the pre-screening process. For example, online psychometric tests help organizations cut down on the time needed to evaluate employees. Nevertheless, nothing beats old-fashioned face-to-face interviews and human eyes reviewing CVs.

Recruiters can rely on automated tools to help them review the bulk of information throughout the seasonal and temporary hiring process. Ultimately, reviewing qualified candidates’ applications and credentials ensures the right people make their way to the right positions.

4. Interview candidates effectively

Interviews help companies vet candidates accordingly. Therefore, conducting interviews effectively requires careful preparation. Staffing professionals must develop a checklist or scoring system to help them evaluate candidates. The aim is to establish objective criteria that reduce subjectivity in hiring decisions. While there is room for “gut” feelings, relying solely on subjective appreciation may lead to the unnecessary effort. Using objective metrics helps recruiters cut down on decision fatigue.

Also, scheduling interviews in accordance with candidate preferences is ideal. Giving candidates flexibility whenever possible sends a good message. It tells candidates the organization is willing to do its part to make the hiring process as smooth as possible.

Following interviews, recruiters ought to follow up with candidates by email or phone to notify them about their decisions. Taking the time to follow up helps boost the organization’s image. Furthermore, asking for feedback can help improve the overall process by identifying shortcomings.

Hiring process

5. Learn from Experience

Experience is the best teacher. Unfortunately, organizations make mistakes throughout the hiring process. Mistakes can become costly in terms of time, money, and missed objectives. But companies do not need to pay a hefty price to avoid mistakes down the road.

Learning from success and failure can help companies develop a streamlined process they can use to find the right people for the right positions. It is also important to avoid making unforeseen errors whenever possible. Mistakes can quickly add up and compound over time. A good rule of thumb is to rely on best hiring practices whenever possible. For instance, working with external consultants can help organizations identify pitfalls within their hiring processes. Getting valuable expert advice may represent an upfront cost, but it becomes a worthwhile investment in the long run.

6. Streamline Processes

Organizations must streamline their seasonal, temp and temp-to-hire hiring processes by becoming efficient and agile in hiring practices. Streamlining processes focus on hiring and onboarding quickly. Companies must identify obstacles that delay the overall hiring and onboarding process. After all, short-term staff must hit the ground running to contribute meaningfully right away.

Companies must analyze potential obstacles within processes such as paperwork (contracts), legal regulations (licenses or insurance considerations), and specific requirements (drug testing). Getting a jump on these processes can help significantly reduce onboarding time. For instance, using templates for employment contracts or working with a third-party agency to conduct background checks can dramatically reduce the time needed for the hiring and onboarding process.

Staffing Firms are an Incredibly Effective Way to Hire for Seasonal and Temporary Employees

A professional staffing agency helps organizations with seasons and temp hiring in various ways. Mainly, a trusted staffing agency reduces recruiters’ time and effort to find the right people. Here is a look at the benefits companies can find in working with a professional staffing agency:

• Reduction in time and effort needed for recruiting, screening, vetting, and interviewing candidates.

• Decrease in costs associated with seasonal and temp hiring.

• Improved resource allocation for core business tasks

• Increase in the talent level of seasonal and temp staff.

• Consist pipeline of candidates throughout the year, not only during peak hiring seasons.

Best of all, a hiring agency works with recruiters to ensure everyone is on the same page. This close collaboration allows organizations to find the right people for the right positions without needlessly draining resources. Ultimately, companies can optimize their seasons and temporary hiring practices without diverting limited resources from core business tasks.

How can Simply Biotech help you hire the right people for your team?

Simply Biotech has experienced and knowledgeable staff that can help you find the best talent for your organization. Most importantly, the staffing experts at Simply Biotech  know what it takes to streamline hiring and onboarding processes. This valuable expertise can help take your organization to the next level. Trusting Simply Biotech helps take the burden off your staffing team while ensuring your company focuses on what it does best.

Let Simply Biotech help your organization streamline its hiring and onboarding process. Find out more about what Simply Biotech can do for your organization today!


This post is made available for informational purposes only to provide a general understanding of the topics discussed herein. It is not intended to provide specific business, legal, or professional advice and should not be relied on as such. Simply Biotech is not liable or responsible for any damage or loss arising from any reliance placed on such materials.