How to woo holiday wish list candidates this season
Do you have candidates on your holiday wish list? Is there heavy competition for them? Don't worry, we'll help you win them over.
Back to TopWhether you're hiring for temporary holiday talent for the fall and winter holidays or you're just hiring around the holiday season, it can be hard to compete. In this article, we'll introduce ways you can stand out and win out.
For temporary holiday hiring
Holiday hiring varies from year-round talent acquisition, and as such, you need to work it a bit differently. Here are some considerations.
Start well in advance
It's essential to staff up early to demonstrate that a full team is available to support other team members during the holiday rush. You don't want your team feeling lost or overwhelmed, and fortunately, those feelings can be avoided.
Talk up the benefits
Taking on a holiday position can be highly beneficial, but not everyone is aware of all the reasons why. Holiday roles can help candidates:
- Earn extra money for holiday presents.
- Gain funds to pay off credit cards.
- Save for a vacation.
- Quickly finance future education.
Those benefits, when marketed correctly, can make hiring much easier.
Promote a foot-in-the-door strategy
If there's potential to stay once the holidays are over, let candidates know! Many seasonal hires may be looking for a longer-term role, and informing them about possibilities is a smart move.
Make your intentions clear
Even though they may be with you for a short time, make your expectations known. Let them know the goals they should be working toward. Clarity helps pave the way to a positive work environment at all times of the year, but is even more critical during periods of intense volume, such as the holidays.
Host events
To meet your holiday hiring goals, you can hold hiring events on college campuses and job fairs where you can talk exclusively about the jobs you have to offer and their benefits. It's even better if you have team members present to represent the positive culture you have to offer.
Knock on every door
Think about every type of person who might be right for your roles. Consider populations that you may not have previously pursued, such as your customers and retirees. These might be possibilities for you!
For all-season hiring
With traditional hiring, there are mainstay options for bringing in team members.
Make sure your compensation is competitive
Paying well and offering a strong benefits package is the way to go. Offer strong from the start if you want to win talent over.
Design thoughtful perks
Come up with perks that employees really want and share them with everyone. Some people want on-site snacks, while others want childcare assistance. Consider the items that would make the most significant impact on your specific workforce and promote those perks widely.
Be flexible
If you can, offer flexible scheduling to access a broader range of talent (working parents, students, etc.). Flexibility can mean an opportunity for some groups that might not otherwise apply.
Be everywhere
Share your roles wherever you can. Diversify where people can find your open positions. Job boards, social media, word-of-mouth and more. Shout it from the rooftops.
Leverage referrals
Referrals are invaluable because they often yield a higher ROI and increased engagement.4 If you have the resources, it's a good idea to create a referral program that compensates your already high-performing team members for bringing other potentials to your attention.
Show off your career journeys
People are driven to advance, so promoting career development paths will make your business very attractive to them.
Build a talent community
Create a way for people to apply, even when roles aren't available. This will allow you to have a full pipeline even when others are experiencing dry spells.
Tip: Make sure the form fill option for your talent community lets you filter submissions by schedule interest (holiday, full-time, part-time, etc.) so that you can market to them when a job opens.
Foster awareness
Put marketing dollars toward awareness. What you do for top-of-funnel awareness of your employer brand can help you differentiate yourself from other fly-by-night employers.
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Are you already staffed up for the November-January holidays? We're happy for you! No? That's okay, we can assist you in filling roles.
Sources and inspiration
