How can you use HR solutions to engage seasonal workers?
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Seasonal workers are a valuable resource for many businesses, especially in industries that experience peaks and troughs in demand. However, engaging and retaining these workers can be challenging, as they may have different expectations, motivations, and needs than permanent employees. How can you use HR solutions to enhance your seasonal workers' experience and performance? Here are some tips to consider.
The first step to engaging seasonal workers is to hire the right ones. You need to define the skills, competencies, and attitudes that fit your business goals and culture, and use HR solutions that help you screen, assess, and onboard candidates efficiently. For example, you can use online platforms that match you with qualified and available workers, or use pre-employment tests and video interviews to evaluate their fit and potential. You can also use digital tools to automate and streamline the paperwork, orientation, and training processes, saving time and resources.
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Samikshya Regmi
Talent Acquisition/ HR Specialist at K&A Engineering Consulting, P.C.
Hiring seasonal workers, whom we can refer to as "Talent Consultants," is a smart move. Even though their time with us is short, treating them just like regular employees is essential. However, we need to be extra careful about making the HR processes, like onboarding and training, simple and easy. This way, we can help them understand our company's ways and make them feel part of our culture. Simplifying these processes ensures that our Talent Consultants don't get overwhelmed by paperwork. When we make things easy for them, they can engage better and become a valuable part of our team. After all, we want everyone to be on the same page and work together for success of the company!
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Fahad Ajaz
Offlicially Top Human Resources Skill Voice on LinkedIn | Strategic HR Business Partner & Direct Sales | Employee Engagement | OD | HR Analytics | Workforce Planning & Development | Human Capital & Sales Performance
To effectively engage seasonal workers, HR solutions are crucial: Streamlined Onboarding: Simplify onboarding with digital tools to reduce administrative tasks. Training and Development: Offer accessible e-learning for skill acquisition. Clear Communication: Use apps for real-time updates and schedules. Engagement and Recognition: Motivate and reward outstanding performance. Feedback Mechanisms: Listen to their input for continuous improvement. Performance Metrics: Set goals and monitor progress using software. Access to Resources: Ensure they have what's needed through a digital platform. Exit and Offboarding: Collect feedback and maintain connections for rehiring. Recognition and Appreciation: Acknowledge their efforts to foster pride.
The second step to engaging seasonal workers is to communicate clearly and consistently with them. You need to set realistic and measurable expectations, provide regular feedback and recognition, and address any issues or concerns promptly. You can use HR solutions that facilitate communication and collaboration, such as messaging apps, intranets, or employee portals. You can also use HR solutions that enable you to monitor and track their performance, attendance, and engagement, such as dashboards, analytics, or surveys. By communicating clearly, you can build trust, alignment, and motivation among your seasonal workers.
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Syed M. Ahmed
Helping Companies Recruit Tech Teams Globally 🇨🇦🌍 | I talk about HR, Tech Recruitment Tips, Job Seeker Tips & the one that I’m MOST PASSIONATE about is giving back to NEWCOMERS/IMMIGRANTS in 🇨🇦
Clear and consistent communication is key in engaging seasonal workers. Establishing clear and measurable expectations, offering regular feedback and recognition, and swiftly addressing any concerns are paramount. HR solutions equipped with communication and collaboration tools like messaging apps, intranets, or dedicated employee portals can play a crucial role. These platforms enable efficient and consistent interaction. Additionally, leveraging HR solutions with performance tracking and analytics features empowers us to monitor their engagement, attendance, and performance, fostering a culture of transparency, trust, and motivation among our seasonal workforce
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Sara El Haj, MHRM
Humanitarian | Human Resources | Recruiter | Talent Acquisition | Performance Management | Leadership | MHPSS
The communication starts way BEFORE the candidate joins the company. Right from the Ad. From the JD. And all the way through the recruitment process, then onboarding & feedback at a later stage. As per my experience as an HR professional, both the hiring managers/ supervisors and HR should work hand in hand to deliver a proper comprehensive onboarding process for the candidate. But it never stops there. There should always be open channels for feedback and recognition, training opportunities, and flexibility/ support along the way.
The third step to engaging seasonal workers is to reward them fairly and competitively. You need to offer them a competitive compensation package that reflects their value and contribution, and includes incentives, bonuses, or commissions for meeting or exceeding targets. You can also offer them non-monetary rewards, such as flexible schedules, discounts, perks, or referrals. You can use HR solutions that help you manage and optimize your compensation and benefits strategy, such as payroll systems, reward platforms, or benefit providers. By rewarding fairly, you can attract, retain, and incentivize your seasonal workers.
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Sara El Haj, MHRM
Humanitarian | Human Resources | Recruiter | Talent Acquisition | Performance Management | Leadership | MHPSS
This point is VERY important especially for seasonal workers. A fair & competitive compensation package is not just about attracting and retaining seasonal workers. It's also about creating a culture of appreciation and mutual respect. So when these workers feel that their contributions are valued; they are more likely to be engaged, productive, and may even consider returning for other seasons or apply to full time positions.
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Colin W
Talent Acquisition Specialist | HR Consultant | Resume Writing Specialist | Martial Arts Sensi | Join my HR Newsletter
Fair and equitable rewards are key to engaging seasonal workers. Technically, HR can implement time tracking and payroll systems to ensure accurate compensation based on hours worked. Psychologically, recognizing and appreciating the efforts of seasonal workers is equally important. Even temporary employees should be eligible for bonuses, incentives, or other perks tied to performance and commitment. This approach instills a sense of fairness and motivates seasonal workers to perform at their best. A balance between technical accuracy and psychological recognition ensures that rewards are meaningful and encouraging, enhancing engagement.
The fourth step to engaging seasonal workers is to develop them continuously and provide them with opportunities for growth and learning. You need to offer them ongoing training and coaching, as well as feedback and mentoring, to help them improve their skills, knowledge, and performance. You can also offer them career paths, promotions, or transfers within your organization, or support them in finding other opportunities outside your organization. You can use HR solutions that help you design and deliver effective learning and development programs, such as learning management systems, e-learning platforms, or coaching apps. By developing continuously, you can increase your seasonal workers' satisfaction, loyalty, and productivity.
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Vedansh Dubey
LinkedIn Top HR Voice | Senior Executive HRBP Wipro(PPO) | Top 10 B-School Leader Unstop India, Rank-1 XIMB | Nat’l Winner TATA Steel-a-thon’22 | XIMB-HR'23 | Nat’l Runner up Capgemini WOrkathon’22 | Ex-TCS
When we talk about development in a lot of organisations it comes from a specific department that is L&D. With the changing trends it is important to note that development should not be confined by just allocating some courses or having some random sessions, it should be also done based on needs and demands of the associates. A lot of associates in various organisations do need some special courses but they are not helped to pursue it. There should be a system where they can also pursue additional certifications and do things that they really need.
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Akash JP
HR Professional | Research Scholar at SSBM | Business Partner
Provide seasonal workers with insights into potential career paths within the organization. Offer guidance on how they can leverage their seasonal work experience to advance their careers. HR solutions can help you create clear career progression plans and notify workers of relevant job openings. Though this is more of a Talent management team's job, the next point compels the talent management and talent development team to work in tandem. Encourage seasonal workers to expand their skill sets by offering cross-training opportunities. This not only prepares them for different roles within the organization but also enhances their overall job satisfaction.
The fifth step to engaging seasonal workers is to connect them socially and create a sense of belonging and community. You need to foster a positive and inclusive culture, where seasonal workers are treated as part of the team and valued for their diversity and contributions. You can also organize social events, activities, or initiatives that promote team building, networking, or volunteering. You can use HR solutions that help you create and maintain a strong employer brand and culture, such as social media, newsletters, or blogs. You can also use HR solutions that help you measure and improve your employee engagement and retention, such as pulse surveys, feedback tools, or exit interviews. By connecting socially, you can enhance your seasonal workers' well-being, morale, and commitment.
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Shalini Singh
Senior Lead- People & Business Partner
Have an inclusive culture where even seasonal workers feel a part of the team. Understand and invest in their growth and engagement so they they are equally committed and interested.
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Eric Wenzel
I help organizations build great career journeys | HR & Talent Architect | Talent Strategy | Talent Acquisition | Talent Marketplaces | Skills Cloud | Learning and Development | AI in HR | Workday HCM
Connecting socially also applies to the times when the seasonal work is over. Celebrating the seasonal workers life experience is and milestonesas if they are continuous workers is it important part of belonging.
The sixth step to engaging seasonal workers is to innovate constantly and leverage their insights and ideas. You need to encourage and empower them to share their feedback, suggestions, or solutions, and involve them in decision making and problem solving. You can also experiment with new ways of working, such as remote, hybrid, or agile models, and adapt to changing customer needs and market trends. You can use HR solutions that help you collect and analyze data, such as customer feedback, market research, or business intelligence. You can also use HR solutions that help you implement and manage change, such as project management, change management, or innovation tools. By innovating constantly, you can boost your seasonal workers' creativity, agility, and competitiveness.
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Syed M. Ahmed
Helping Companies Recruit Tech Teams Globally 🇨🇦🌍 | I talk about HR, Tech Recruitment Tips, Job Seeker Tips & the one that I’m MOST PASSIONATE about is giving back to NEWCOMERS/IMMIGRANTS in 🇨🇦
Given my experience in HR, innovating and encouraging seasonal workers to share their insights is a game-changer. Their feedback often brings fresh perspectives and solutions, leading to innovation. Involving them in decision-making boosts morale and provides a sense of empowerment. Additionally, utilizing HR solutions to gather and analyze data, such as customer feedback or market research, can offer actionable insights. Constant innovation, coupled with adaptive work models and market trends, ensures a more agile, competitive, and creative seasonal workforce.
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Samantha Maurice
Talent Acquisition Lead | Human Resource Lead | HR Professional | Recruitment Specialist | xFAIRConsultinggroup | xAbtach | xTekrevol | Technical Recruiter | Head Hunter | HR Strategist | SHRM-CP certified
When you empower your seasonal workers to be drivers of innovation, you not only benefit from their fresh insights but also cultivate a workforce that is agile, competitive, and ready to take on any challenge. By embracing a culture of constant innovation, you enhance your seasonal workers' creativity, agility, and competitiveness. Start by encouraging and empowering your seasonal workers to share their feedback, suggestions, and solutions. Their fresh perspectives can uncover hidden opportunities for improvement and innovation Don't be afraid to experiment with new work models, such as remote, hybrid, or agile approaches. These innovations can help you adapt to changing customer needs and market trends more effectively.
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Syed Zeshan Zahoor
Product Manager | Project Manager | Software Consultant | Team Building
Feedback to the candidate. I would request to HR people to close the loop by providing feedback to the candidate. Quite a few companies are doing this, but majority is not. I took many a interviews in which I kept on waiting for next step or even to know if I have been selected or rejected. Therefore, It is very important for the HR to close the loop if person has not been selected. Don't keep him waiting. Just let him know the fact in a good manner. In my opinion, should share a feedback with him so that he can prepare for next interview or a next employer in good faith with more dedication.
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Asha Posupo
HR Manager at ITP software India Pvt. Ltd
In one of the organization with which I have worked, we were able to apply the same rules and rewards to all employees. I've witnessed temp staff outperform full-time employees and walk away with all the rewards.