1. Encourage employee referrals
Your full-time employees know what skills and attributes are best suited to your recruitment agencies company’s culture and needs. Offer bonuses for referrals to encourage employees to recommend relatives and family friends for summer positions.
Consider posting jobs to college job recruitment sites such as aftercollege.com, coolworks.com for short-term employment, recruitment consultants or idealist.org for work in the nonprofit sector. Or cast an even wider net by utilizing a variety of Mighty free job postings.
3. Streamline the hiring process
If you need to make multiple hires and staff up quickly for a busy summer season, consider holding group interviews rather than time-consuming one-on-ones. These interviews don’t need to include all the questions you would include for a full-time hire. Keep your questions open-ended and jargon-free.
4. Pair up
To get summer employees up to speed as quickly as possible, implement a mentoring approach, pairing new hires with returning summer workers, or short-term seasonal recruits with full-time employees. Since younger workers are likely looking to bulk up their skill set and their resumes recruitment company in addition to their wallets, pairing them with a mentor will be appealing. It will also increase retention and efficiency.
5. Focus on retention
For example, a restaurant or tourist attraction might offer a packet of discount coupons for friends and family of employees job consultancy after their one-month anniversary, or as a reward for exemplary work, or scheduling flexibility.
6. Look ahead
Look ahead to next summer by conducting exit interviews and telling summer hires to consider coming back next year. Remind them of any re-signing bonuses or promotions they may be eligible for if they return. If you have any full-time employees who started as summer interns, now is the time to have them chat with your summer workers and talk up the company.