Businesses are beginning to agree on peak hiring plans, set strategy and prepare to ramp up their hiring for the busiest part of the year.
For recruitment consultants, talent acquisition specialists, and HR workers, hiring thousands of additional staff can mean a heavier workload.
Tech offers a way to hire faster and more successfully. By using the right tools, recruiters can manage the influx of applications, speed up screenings, offer faster and make onboarding more efficient.
Alongside tech, using a people-first approach and utilising benefits like free lunches, discounts and a company shuttle bus.
Here we explore some insights from recruiters as well as a first look at some of the responses we’ve had to our annual recruiter survey - asking how people succeed in this competitive, busy market.
Three quarters of recruiters use some sort of technology
We’ve recently been polling recruiters to ask about trends in recruitment, challenges and future predictions.
As part of the survey, we asked whether they are using technology regularly to support recruiting - both for short term and longer term workers.
From the responses so far, 76% of recruiters said they regularly use technology and the most common type of tech was ATS - Applicant Tracking Systems.
Other technologies recruiters say supports hiring and retention are:
- Online assessment tools
- Video interviewing platforms
- Recruitment chatbots
- Online timesheets
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How to use technology in recruitment
We spoke to recruiters working in high-volume businesses hiring seasonal workers and asked for their thoughts on the best tech, platforms and how to use it
As part of these interviews, the recruiters we spoke to all agreed that technology was a valuable tool but had to be set up well, used consistently and automation worked best alongside a human overseer.
One of the interviewees, Jo Knowler, said: “Technology like AI and ATS systems help streamline recruitment processes during high-demand periods. I listened to someone at House of Fraser do a talk about having to hire something like 30,000 temps after Covid and they did that purely by having a good ATS system that allowed them to do a lot of automation.
“They can be great but it depends on how well they're set up and used. Done well, automation can help candidates feel engaged and informed throughout the process.”
Using AI and automating tasks alongside a human recruiter checking over the system and ensuring it is running effectively was key to a smooth, successful hiring process, they said.
Deep dive into tech and tools for sourcing and screening
Finding the right candidates quickly is crucial during the seasonal hiring rush. Here are some tech tools that can help you source and screen candidates more effectively.
Online job boards
Online job boards are essential for reaching a large audience swiftly. Platforms like Indeed, Reed, and Totaljobs are popular choices for posting seasonal job vacancies.
By using targeted campaigns, you can reach demographics that are more likely to be looking for seasonal work. These job boards offer filtering options to help you narrow down applications to the most relevant candidates, saving you valuable time.
However, they can’t be the whole strategy. Indeed recently announced they were removing free visibility for staffing agencies. This will come as a blow for many agencies reliant on this platform, and others like it, to promote ads and hire staff.
Social media platforms
Social media has become a vital tool for recruitment, especially for seasonal positions.
Platforms like LinkedIn, Facebook, and Instagram allow you to post job adverts and run targeted ad campaigns to attract potential candidates. These platforms are excellent for reaching younger demographics who might not be actively searching on traditional job boards.
Utilising social media not only widens your reach but also helps you engage with potential candidates in a different way.
Video Interviewing Tools
Speed is of the essence when hiring for seasonal factory jobs, and video interviewing tools can significantly speed up the screening process.
Willo, a video interview platform, is used to conduct pre-screening before inviting candidates to interview.
These platforms allow for pre-recorded video responses to standard questions. It not only saves time but also gives you a better sense of a candidate's fit for the role and your company culture.
The best tools for efficient employee onboarding
Once you've sourced and screened your candidates, the next challenge is onboarding and managing them effectively.
Online Applicant Tracking Systems (ATS)
Applicant Tracking Systems (ATS) like Greenhouse, TeamTailor, Workable, and Bullhorn can simplify the management of applications.
As well as being the most popular tech in recruiters responding to our survey, an ATS helps you keep track of candidates, schedule interviews, and communicate with applicants.
These systems automate many aspects of the recruitment process, ensuring that no candidate is overlooked and that all communications are timely and professional.
E-Learning platforms and pre-recorded training
Training is a crucial part of onboarding, but it can be time-consuming, especially during the busy festive period.
E-learning platforms like Udemy and Coursera offer pre-recorded training modules that seasonal staff can complete at their own pace. This approach ensures that all employees receive consistent training without overburdening your HR team.
Custom company training portals can also be developed to address specific needs and procedures unique to your organisation - but you need to weigh this time spent with setting up a whole system compared to the length of hire.
A simple way could be just to record some walk throughs, using a platform like Loom, and then have them available in a shared drive for employees to work through.
Building a people-first employer brand
While technology is essential for managing the logistical aspects of seasonal hiring, it's equally important to focus on building a strong employer brand that prioritises people.
We wrote an article about how to build a strong employer brand - ensuring your business is “first choice” in a competitive marketplace where you haven’t got the ability to increase wages, improve working hours or conditions to tempt staff.
Showcase company culture
A positive company culture is a significant draw for potential employees.
Share stories from current employees, showcase team events, and provide a behind-the-scenes look at your day-to-day operations.
Provide clear expectations
Transparency is crucial when hiring for seasonal positions. Make sure your job descriptions clearly outline the duties, expectations, and benefits of the role.
During the interview process, be upfront about the nature of seasonal work, including hours, pay, and the potential for future opportunities. Clear communication helps set the right expectations and reduces misunderstandings, and people leaving or not turning up for work, later on.
Offer competitive benefits
Even for temporary roles, offering competitive benefits can make a significant difference in attracting and retaining staff.
Consider offering perks like staff discounts and free meals in the staff canteen. A company shuttle bus, while also boosting recruitment from hard-to-reach places or for sites with poor transport connectivity, supports seasonal workers. Showing that you value your seasonal workers can improve their experience and encourage them to return for summer, spring or other peak recruitment seasons.
Create a positive work environment
A positive work environment can greatly impact employee satisfaction and retention. Ensure that managers are trained to support seasonal staff, address any concerns promptly, and create a welcoming atmosphere.
Simple gestures like team lunches,a dedicated company shuttle bus, recognition programmes, and regular communication can go a long way in making seasonal staff feel valued and part of the team.
Seasonal worker recruitment is tough. But by using the right technology and focusing on a people-first approach, you can streamline your recruitment process, improve onboarding and management, and build a strong employer brand that attracts the people you need.
