As we finally drop the chill of winter and head into the far more pleasant spring, many employers are already thinking about hiring for the summer. In fact, Snagajob’s 2015 Summer Hiring Survey revealed that 74 percent of employers expect to complete their summer hiring in May. If you haven’t already, now is the perfect time to start recruiting for your summer positions.
The best place to get started are the job descriptions for these positions. A well—written posting can help job seekers determine that you’re the team they want to join this summer. We’ve got a few helpful tips for attracting the right workers that will help make your busy summer a little easier to handle.
Be clear and concise. Whenever you write a description for a job, you should always strive for it to be succinct and simple to read. Including details and job requirements can make all the difference between someone deciding to apply or not. This is especially important when hiring for the summertime, when you might have special details that could pertain to the season, such as a wider selection of hours or specific applicant requirements. Present these details in brief bullet points, avoiding paragraphs and jargon.
Highlight the summer perks. Help your job stand out among competing offerings by listing the summertime-specific perks of the position. From employer discounts to breaks on major holidays, these are sort of benefits that will make working for you throughout the summer even more appealing. If you’re also offering the opportunity for a seasonal position to grow into a more permanent one, this would be the perfect time to share that; this can help attract some of the most motivated workers.
Summer hiring can last all summer, so make sure to update accordingly. Summer can be a little unpredictable. Turnover could be a problem throughout the season or you could need more people to meet a demand that’s busier than usual. When this is the case, don’t hesitate to dive back into your job description and update as needed. And don’t forget about the applications you received earlier in the recruiting process and might have passed on. They could still be looking for summer work and should be contacted when any changes are made to the job posting. A third-party partner , such as Snagajob, can help you keep better track of these applicants.
Hiring for the summer should be as simple as planning your weekend at the beach. Taking the right steps at the very beginning can help you get back to focusing on running your business and delivering great customer service. Happy (summer) hiring!
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