The Unusual Aspects of Hiring Seasonal Employees
They only come around once, maybe twice, a year, depending on what type of business we’re talking about. But even though they may only be around for a month or two at a time, seasonal employees remain a vital part of operations overall – and the unique aspects of recruiting, training, and retaining them hold a special place in a business’ plans.
Seasonal employees can have high recruiting costs since employers need to recruit them each year, and many seasonal employees do not return once their employment ends. Organizations also generally have less time to train seasonal workers because of their relatively short employment period. As such, these worker may receive inferior training or no training at all, to reduce costs and save time. A lack of training could nullify any cost-savings, though.
Various federal, state, and local employment laws and regulations apply to seasonal workers. For example, covered employers must comply with federal anti-discrimination statutes and wage and hour laws—including minimum wage, overtime, recordkeeping and youth wage program requirements—for their seasonal workers. In addition, state laws or local requirements may apply, such as unemployment insurance, severance pay, sick or other leave, personnel records, mandatory training, and predictive scheduling.
Seasonal workers need to be effectively onboarded to perform their responsibilities well, similar to regular employees. By dedicating sufficient time and resources to onboarding and training seasonal workers, organizations can set these employees up for success. To address potential productivity issues with seasonal employees, employers can train supervisors and managers to work with and manage them effectively.
While hiring seasonal employees can help with surges in business activity, employers should think long-term. About half of all seasonal hires are interested in full-time positions, according to research from online employment platform Snagajob. Hiring employees on a temporary basis can be a good opportunity to determine if they are suited for long-term employment. Additionally, organizations can discover which seasonal employees may want a long-term commitment or are interested in returning next year.
It all depends on how the employer looks at the situation. Are you plugging a short-term gap or setting your enterprise up for a long-term beneficial relationship? The requirements and regulations will never go away, but your seasonal employees can and will – unless you give them a reason to want to return, whether for another temporary assignment or as a permanent part of your team moving forward.
Contact the Benefits professionals at The Reschini Group to learn more about the special strategies that apply to seasonal employees.
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The Reschini Group provides these updates for information only, and does not provide legal advice. To make decisions regarding insurance matters, please consult directly with a licensed insurance professional or firm.
