As the temperature rises, the pressure on HR professionals to fill summer positions does, too. This annual cycle poses challenges that can lead to hiring fatigue. Left unaddressed, “tiring hiring” can negatively affect recruitment quality and ultimately impact the organization’s summer operations.
Fortunately, proactively laying out a plan can combat this fatigue. Here are some quick tips for seasoned HR professionals to help manage the summer hiring season with ease and efficiency.
Embrace Technology
Nothing is more exhausting than clunky, manual processes that invite human errors. Leverage hiring technology such as:
- From posting job ads to managing candidate communications to organizing onboarding material, Applicant tracking systems (ATS) can streamline the recruitment process.
- Video interviewing software can save time, allowing for preliminary screenings without the need for candidates to travel.
- Background and drug screening technology can cut hiring time by days. For example, Data Facts’ Employment Pro instantly verifies employment and identity. Motor vehicle searches instantly return driving records. An on-site oral swab testing returns results in minutes, helping avoid long wait times that can happen with off-site testing.
Develop a Strategic Recruitment Plan
A strategic recruitment plan tailored for the summer hiring season can significantly reduce fatigue by providing a clear roadmap for success. Begin with the end in mind. Identify the number of positions, the timeline for hiring, and the skills and qualifications required. Also consider what worked (and what didn’t) last year. Use these insights to refine your approach. Engage hiring managers early in the process to clarify expectations and responsibilities to make the recruiting effort more targeted and efficient.
Leverage Social Media and Employer Branding
Your organization’s online presence is your billboard to the world, including potential summer hires. Used wisely, social media platforms are powerful recruitment channels that can garner lucrative results.
Showcase your company culture, highlight employee testimonials, and advertise summer positions.
Engaging content that showcases your organization’s involvement in community events, commitment to sustainability, or innovative projects can set you apart. Remember, people are drawn to stories and missions, not just job descriptions. By investing in your employer branding and leveraging social media, you widen and deepen your job candidate pool.
Consistently Cultivate a Talent Pool
A proactive approach to recruitment involves cultivating a talent pool long before the summer hiring season begins. Engage with potential candidates through social media, career fairs, and networking events. Establishing relationships with educational institutions can also provide a steady stream of candidates. This “all-year-long” strategy can significantly reduce the time and effort required to fill summer positions, as you will have a ready-made list of potential candidates to draw from.
Offer Competitive Packages
Don’t try to skimp on seasonal employee compensation packages or you’ll struggle to find the talent you need to fill your open roles. In the competitive summer job market, offering an attractive compensation package is crucial. Keep in mind this goes beyond what you’re paying per hour. Consider flexible working hours, remote work options, and opportunities for professional development. These benefits can make your organization stand out, attract top talent, and reduce the time spent on recruitment.
Streamline the Interview Process
An overly complicated or drawn-out interview process can cause unnecessary fatigue for both HR professionals and candidates. Streamline this process.
- Invest in mobile-friendly additions to your application process. If you and your applicants can communicate and sign documents via mobile device, it will cut down wait time (and fatigue) on both sides.
- Limit the number of interviews, and whenever possible, consolidate interviews into a single day.
- Utilize panel interviews to reduce repetition and time spent on individual meetings.
- Ensure that each stage of the interview process adds value and is necessary for decision-making.
Engage Your Current Workforce
Nobody knows better what it’s like to work at your organization than your current team. Implementing a referral program can motivate employees to recommend acquaintances, family members, neighbors, or former co-workers for summer positions. This approach reduces the effort required to source candidates and increases the likelihood of a cultural fit. Setting up an employee referral program can also enhance team dynamics and improve retention rates.
Prioritize Your Candidate Experience
A user-friendly, common-sense candidate experience can have a profound impact on your recruitment process. A positive experience enhances your employer brand, attracts more candidates, and reduces the need for extensive searches. Ensure clear communication throughout the process, provide swift feedback, and maintain a human touch despite using technology. A smooth, respectful recruitment process can leave a lasting positive impression, even on those not selected, who may consider your organization for future opportunities.
Filling Summer Positions Doesn’t Have to be an Exhausting Task
HR professionals shouldn’t dread summer hiring because they know they’re going to end up drained and dispirited. By embracing technology, engaging your current employees, thinking strategically, and focusing on the candidate experience, you can combat hiring fatigue and enhance the efficiency and effectiveness of your recruitment efforts. Ensure that your organization is well-prepared to thrive during the summer months by gearing up for the next hiring season.
