Hiring Seasonal Employees in Retail: Tips, Strategies, Best Practices​
CHAPTER 2   3 MIN

Hiring Seasonal Employees in Retail: Attracting Applicants

Let’s look at the hiring seasonal employees process in a few different phases:
●  Attracting Applicants

●  Vetting Candidates

●  Making the Offer
Attracting Applicants
Attracting the right candidates starts with a well-executed job ad. Contrary to what you might have learned, a great job ad goes beyond a checklist of day-to-day responsibilities or a even a general description of the role and your company. Why? Because it sets the tone for your future employees and you, for that matter, about your expectations of successful on-brand professional performance.

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Once you’ve written the ad, you need to promote it. First, post it on job sites where applicants can apply digitally:

Job listing sites:
●  Zip Recruiter

●  Monster

​●  Craigslist
●  Indeed

●  LinkedIn

●  Internships.com
(Note: Interns are not employees) 
​Seasonal and/or niche sites:
Other tools and sites:
●  Apploi

●  TextRecruit
​●  GoHire
There are also non-traditional ways to get the word out about your staffing needs: ​
●  Ask your existing customer base if they’re interested in seasonal employment with you. They already know and love your brand. Post signs in-store, send an email blast to the appropriate segment of your email list (by distance from your zipcode), and mention it to shoppers in advance of your busy season.

●  Ask your current employees if they know anyone. Consider incentivizing referrals with low-cost rewards like gift cards for coffee or a local lunch spot, or discounts on top of the standard employee price reduction.

●  ​​Look to your past employees. You never know who’s in need of seasonal work. The added benefits here are that they already know your brand, and you already know how to manage them. Some of the best seasonal employees are past employees who have moved on to other opportunities. This is particularly true if you both parted on good terms.
NEXT CHAPTER   3 MIN
3.  Hiring Seasonal Employees in Retail: Vetting Candidates