The holiday season is a critical time for retailers, and now is the time for talent attraction teams to start preparing for the increased demand. It may be summer now, but the holidays will be here before we know it!
What’s the best way to prepare? Having an effective hiring strategy in place to source and attract a high volume of seasonal candidates.
Below, we’ll walk you through four tips for hiring seasonal employees and getting through the holiday retail boom in one piece.
1. Start early—and lean on your employer brand!
Before and during the holiday time period, you’ll be competing with all the other retailers who need holiday staffing support. Think about all the brands that double down on end-of-year business, and then consider all the extra hands they’ll need to account for the extra business. If you’re competing for top retail talent, you need a plan!
Get ahead of that rush by starting your candidate sourcing strategy early, so you can secure the best seasonal candidates before they’re off the market. Building a strong employer brand is one way to help attract quality candidates and set your business apart.
Your employer brand is what candidates will think of when they hear your business name. It should communicate why your company is a great place to work, emphasizing your values, culture, and the benefits you offer. (If you haven’t prioritized employer branding content for candidate sourcing in the past, this guide is a great place to start!)
As the holidays get closer, start to post content specifically revolving around holiday or seasonal staffing to build anticipation and interest. Share employee testimonials, behind-the-scenes looks at your holiday preparations, and highlights of past seasonal employees’ experiences. Every post will help you develop a positive reputation with prospective employees.
2. Leverage multiple social channels
Next, using your social media platforms helps expand the reach of your job postings and attract diverse candidates. Posting job ads on platforms like LinkedIn, X (formerly Twitter) Facebook, and Instagram allows you to target different demographics and broaden your talent pool.
Each platform has its unique strengths—LinkedIn is great for professional connections, X and Facebook reach a wide audiences, and Instagram works well for visual posts and reaching a younger demographic.
That younger demographic is especially relevant for seasonal hiring, so don’t leave them out! College and high school students tend to make up a significant percentage of the seasonal hiring pool, and social platforms are a great way to reach Gen Z employees.
If you’re new to sharing employer brand content on social, the process is likely simpler than you think—and there are tools that can help. CareerArc lets you create and post employer brand and job content across all three channels in one dashboard, speeding up the talent attraction process. Win, win!
3. Highlight competitive wages and benefits
In a crowded market, prospective employees tend to be especially focused on wages and benefits. Offering competitive compensation and attractive benefits can really help your organization stand out from the crowd. Emphasizing these perks in your social media job postings attracts more applicants and can help candidates decide between you and other retailers.
If you have any unique benefits like seasonal hiring bonuses, flexible scheduling, and employee discounts, make sure to include those in your employer brand content, your social media job posts, and your communication with prospective employees during interviews and offers. These incentives can make a significant difference in attracting the right talent.
Flexibility, in particular, can be a huge draw for candidates (especially younger candidates!) who may be balancing other commitments such as school or another job. Showcasing these benefits not only attracts more applications but also communicates that you value and invest in your employees and their goals.
4. Streamline the hiring process
Finally, an efficient hiring process is essential to secure candidates quickly during the holiday season. A streamlined process reduces the risk of losing top candidates to other job offers.
There are two parts of the process you can likely make more efficient: your candidate sourcing efforts and your selection process. CareerArc helps you save time on the candidate sourcing piece, streamlining your social recruiting strategy and simplifying multi-location hiring with job maps.
With the hours you save with CareerArc, you can also focus on speeding up the hiring process. If your hiring pipeline is typically on the longer side, consider which steps may be non-essential during the holiday season. For example, cutting extra interviews or switching to group interviews can help make the most of your time—and your candidates’ time.
Conclusion
Hiring seasonal employees can be stressful for retail talent teams, but it doesn’t have to be. With the right tools and strategies in place, you can ensure your team is ready to handle the holiday rush with confidence and efficiency.
These tried-and-true strategies will get you through the busy holiday season, and they’ll give your holiday employees a positive, rewarding experience with your company.
If you’re looking for support ahead of the holiday hiring boom, get started with CareerArc to streamline your social recruiting strategy and multi-location hiring. Click here for a demo!
