Recruitment strategies for seasonal employment at aquatic businesses

Recruitment Case Study

Options for filling seasonal jobs

During summer these companies have a booming business and hence temporary recruitments are made. They have an option only to recruit people or workers who are in need of a summer job. They can therefore put up advertisements in areas where there are high unemployment rates; though through this the number of recruits is low, it is still something. They can also recruit students from swim teams though this also has a minimal turn out. They can also seek seasonal employees but not under the H-2B program. Since these countries have shown great interest in these seasonal employments they can also recruit them directly.

Recruiting strategies for seasonal jobs

This summer business owners can identify opposite seasonal business and use them as recruitment sources. They can do exchanges with winter employees when they are out of work. These employees will be cross trained in different tasks and they can hence be employed all year round by two or even more employees.

Another strategy is by providing tangible incentives that will ensure the return of these employees. They can give returning bonuses, and create loyalty program incentives that increase annually as an employee returns.

They can also consider alternative sources of employees; this may be pools that are not yet tapped as much as they could. They can look at workers who have an interest in seasonal jobs or those who want to work part time. This can be for instance older workers or early retirees who are in their fifties and are struggling to get employment of after they have been laid off in spite their tremendous experience. They can put into consideration hiring aboriginal people like new immigrants, visible minorities, and also people with disabilities since disability is not inability. They can also consider employing stay at home mums or dads who have no form of employment. They can also consider re hiring their former employees. They can consider people who have other jobs but want their income supplemented.

The business that seeks to hire seasonal employees should start the process early. They should start before other businesses with the same interest start. This will have a guide on a more extensive pipeline of candidates. Those businesses that will not have an early start will eventually end up scrambling for hire.

The business can also ask for referrals from existing permanently placed employees. They can create an employee referral program that offer small bonuses for every seasonal employee that they bring into the organization.

The businesses that require seasonal workers should ensure that they always keep an updated list of the seasonal employees and always ensure they have regular communication with these employees. An extensive seasonal employee's data base and also encourage the employees to return by planning events that would encourage these employees to reserve their spots. They use these updated databases to send the seasonal workers catalogues and company news letters when they are off-season.