Maximize Your Summer Hiring

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Maximize Your Summer Hiring

According to a new survey by CareerBuilder, 49% of employers are planning to hire summer employees. Of those, 79% said they would consider summer staff for long-term positions. For business owners taking the long view, the employee onboarding and training process is even more crucial.

By providing a more extensive training at time of hire, those summer employees who stay on will already be prepped and able to make a seamless transition. It is also a more cost-effective solution as it prevents internal or external personnel from conducting two training sessions within three month of each other. The 2016 Training Industry Report indicates that, on average, the training budget for small business was $236,270. The average cost per employee was $1,052.

As we shared in the November blog on holiday hiring, the training and onboarding of short-term staff is just as critical as that of year round employees. No matter how long a new hire intends to be with the company, every day they represent the values your company stands for. By providing more care during the training process, employees are more likely to treat your customers with the care they have come to expect from your organization.

New employee training should include more than just internal procedures and introduction to software. Your employee training should also include the mission and vision of the company and the foundational values of your organization. Effective training balances the company’s employment need with the client’s need in a way that enhances the skill set of each trainee.

A summer employee is more than just a warm body to fill a slot. They represent your company, your brand in front of your clients. With the right training and onboarding experience they could very well become a long term asset.

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Holiday Training Tips for Employers

Help Wanted

The holiday season is officially upon us. As consumers, we’re moving toward gift purchases and evenings out on the town. As business owners, we’re battening down the hatches and preparing for the holiday rush. As thankful as you are for the boost in revenue, you’re also keenly aware of the need to have more hands on deck. Whether you run a restaurant or a retail store, adding seasonal employees during the holidays is a must. With new employees comes new training. How can you quickly train temporary employees to handle themselves during peak working hours?

These 8 tips will give you the strategy you need to create a successful staff of seasonal employees.

  1. Hire earlier than later. The sooner you hire and train seasonal staff the more comfortable they will be when the rush hits your business. Allow seasonal employees time to shadow full-time employees before the peak season is in full swing.
  2. Stock up on answers. Survey full-time employees to create a list of FAQs. Treat your seasonal employees to a quick FAQ section during training. Prepare seasonal employees to accurately respond to the most asked questions during customer interactions.
  3. Think like your customers. Include role-play in your training sessions as an active way to represent your average customer base alongside the desired response from your employees. This more active model will help temporary staff internalize what a typical holiday interaction looks like and how they should handle it.
  4. Create Master Multi-taskers. When your business is at its busiest how should your employees respond? Share tips on appropriate multi-tasking actions within your organization. Provide ways to dealing with more than one customer at a time.
  5. Create a Buddy System. Pair seasonal employees with seasoned full-time employees. This allows your seasonal staff to bring low-level questions to an experienced team member, leaving managers free to deal with escalated issues.
  6. Rehire often. Whenever possible, recruit previous seasonal employees who performed well. This will cut down on training hours and build a second line of support for the Buddy System.
  7. Offer seasonal employees breathing time. Allow seasonal employees two short breaks instead of one long break. While year-round employees have built up the stamina needed to make it through a full shift, seasonal employees do not. Allowing them an extra break will be a better experience for seasonals and create a more pleasant experience for your customers.
  8. Motivate them. Seasonal employees understand that the job is temporary, but motivation will encourage them to take ownership of their employment within the organization. Employees who make the job their own will represent your brand at its best.

No matter how you choose to train and support your seasonal staff, At Your Service Consulting is available to share additional best practices and suggestions specifically for your business. Contact us today to schedule your personal Training System Evaluation.