In some retail businesses seasonal hiring can be quite an “ad-hoc” process.
Limitations like time, budget and human resources can make the recruitment and onboarding of seasonal staff quite a rushed affair. Time is tight and the clock is ticking as the most profitable shopping season of the year approaches. Staff need to be trained and on the floor to facilitate increased customer traffic and sales.
But how do you know you’re hiring the right person for the job?
Cutting corners on seasonal recruitment may save money in the short term, but hiring the wrong person for the job is always more expensive than hiring the right person. The wrong candidate will cost you more in stress, time and money so it pays to get it right the first time.
Here are 3 practical tips to improve your seasonal recruitment process:
1. Have a Seasonal Recruitment Strategy in place
Your employees are critical to the success of your business. Just like any business has a business plan, it’s critical to plan out your recruitment strategy – especially when it comes to seasonal hiring.
A strategy will ensure that you have a plan-of-attack already on hand so that no matter who is handling recruitment, they’ll have a step-by-step guide to follow. A strategy will ensure that you don’t leave hiring to chance and will help your recruitment team to stay organized and on top of the process.
An effective recruitment strategy needs to include a basic implementation plan. Appropriate individuals must be assigned responsibilities to ensure that designated goals are met with regularity. Management must review these goals on a regular basis making corrections and adjustments as needed.
2. Ask behaviourally identifying interview questions.
You know what makes your business tick and how your customers like to be treated. Create a list of the behaviours, skills and attitudes that you need for your employees to possess. Then structure your interview questions accordingly.
For example, if you’re looking for someone who is a true “brand ambassador”, who exemplifies your brand qualities of say, enthusiasm and positivity, you can ask specific questions to seek out those types of candidates.
Also consider the day-to-day tasks and challenges of the role, the kind of pressure they’ll be under and skills needed on the fly in a busy retail environment. You can then create behavioural questions in alignment with the specific role.
3. Screen your candidates with psychometric and aptitude testing
One of the most effective ways to ensure you get the right candidate for the job is with psychometric and aptitude testing - an accurate and powerful yet affordable way to identify a candidate’s strengths and weaknesses.
Psychometric and aptitude testing is also more objective and non-biased. This means that interviewers opinions and emotions (conscious or unconscious) will not affect the recruitment process. Tests can also be undertaken online during the candidates’ own time – saving you time and money.
Ready to take your seasonal recruitment strategy to the next level?
Testgrid tailors specific psychometric testing solutions to identify the best candidates for your retail business – seasonal or permanent. Testing helps you to quickly identify superior candidates who are aligned with your goals, values and brand promise.
Contact us today to discover how we can help with your seasonal recruitment solutions.