5 Challenges of Seasonal Hiring

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If your organization has seasonal fluctuations in your business cycles, then you’re likely all too familiar with the many challenges of hiring workers to meet that changing demand.

Seasonal staffing can provide you with the flexibility to meet these cyclical variations, without assuming the responsibilities that come with permanent, full-time employees.

It’s no wonder, then, that seasonal hiring is a popular strategy used by employers in various industries.

Despite its usefulness, seasonal staffing can present some significant challenges for organizations, including:

  1. Struggle to find qualified applicants.
    According to a poll conducted by HireVue and Aon Hewitt, more than half of the respondents said that their primary challenge is building a large enough applicant pool to help fill open positions.
    While ideally employers would have talent pools deep enough so that they have multiple applicants to choose from, many are struggling just to meet basic minimums for staff headcount.
  2. Shortened hiring cycles.
    Your new staff needs to be identified, interviewed, trained, and ready to go as soon as your peak season begins—which means you’re under enormous pressure to make hiring decisions in a very short period of time.
  3. No back-up for decision-making.
    In many organizations, you may be tasked with hiring seasonal workers all on your own. This can be especially difficult if you have multiple other responsibilities on your plate.
    What can make the process even more challenging is that often times you’re forced to make quick, insightful employment decisions without the benefit of a second opinion—typically standard practice in more traditional hiring environments.
  4. Outdated systems and processes.
    Are you still using outdated recruitment and hiring tactics, like traditional recruitment advertising, paper-based applications, and faxed details for the background check? These are commonplace in many organizations that are tasked with hiring seasonal workers.
  5. Potential for fraud.
    An abbreviated and high-pressure hiring process means you’re probably collecting a great deal of personal identifying information, like Social Security numbers and dates of birth, in a short timeframe.
    This could potentially create a situation in which standard security processes and procedures aren’t followed as closely as normal (for example, a paper application is left at a check-out register), therefore causing great temptation for an identity thief.
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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

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