Are you having trouble finding great employees for the summer? Even though summer is just getting underway, it’s not too late to bring on your seasonal staff and fill open positions on the Cape. Often, employees who are hired early in the season end up leaving for one reason or another, and the turnover continues. Here are hiring tips and suggestions about what to look for in a seasonal employee.
Continue recruiting. Whether you’re hiring staff for a restaurant, retail store, or recreational facility – keep looking. Post your positions all year round, and keep a file of potential employees so you are not scrambling at the last minute.
Keep your eyes open for people you meet casually and be open to suggestions from friends and colleagues. Again, always being prepared to bring on good staff will help you in the long run.
Post on social media. This is where your potential hires are searching. Review your company’s website on your mobile phone. How does your job application page look? Put yourself in an applicant’s shoes. Does it sound appealing? Does it give enough detailed information? Give people an easy way to apply and submit their resume.
Are you recruiting seasonal employees?
Contact us. We’re here to help.
MassHire Cape & Islands Career Center 508-771-JOBS (5627)
Expand your candidate pool. Don’t just look for college grads. Explore more mature candidates that live in the area, or want to stay on the Cape to work during the summer.
What to Look For in a Candidate
Since we’re talking jobs that are for just a few months, one of the first things to discuss with a potential hire is their housing situation. Are they set up with a place to live? Perhaps your company helps seasonal workers find housing, or can offer suggestions.
Weed out those who are just looking for fun and games at the beach. Work is still work, even if the side perks are amazing. When you interview job candidates, try to get a feel for their level of commitment and responsibility. If the first thing they ask you is how many days off they get or if they have more questions about the beach culture than the job culture – there’s your answer.
How flexible is the person you’re looking to hire? Find out if they’d be willing to fill in for others who are absent; ask them if they’d be able to work “shoulder season” and continue on a little while after Labor Day if necessary.
The season is short and so your new hire should be able to pick up a skill and jump right into the position. There’s little time to spare for bringing an employee up to speed once the season is underway. Even if the person is new to the position, they should be able to catch on rather easily and hit the ground running.
People skills matter. Visitors to the Cape want to relax and be treated well. Besides having hard skills such as bartending or waitressing, look for candidates with an upbeat, pleasant personality. Engaging customers is even more important when people are on vacation.
Retaining Summer Help
Even though everyone knows that the job is not year round, it’s important to treat seasonal staff as if they were regular, year-round employees. Showing them respect can help them remain eager to do a good job.
Offer perks. If an employee recommends someone you hired, or goes over and above the required duties, surprise them with a cash bonus or an extra day off at the beach.
Be competitive. Offer reasonable and competitive salaries and hours. Your staff will want to stay throughout the summer. They will also be more interested in returning the next season.
Retain previous employees. Take advantage of hiring college students who spend their summers on the cape. If they return each summer you will have become familiar with their work and personality. Also, hiring the same permanent resident each summer will give you the advantage of working with someone you know and trust.
Using the above recommendations will make your job easier when hiring for the summer. Be clear when describing the job description, perks, and company culture. That will help you attract and retain quality seasonal employees.