Customer Service
Tips for a viable seasonal hiring strategy
Retailers need a seasonal hiring strategy to keep the customer experience strong. HireVue's Natalie Dopp offers some strategic tips.
July 31, 2023 by Judy Mottl — Editor, RetailCustomerExperience.com & DigitalSignageToday.com
Hiring store associates has and always will present a challenge to retailers even when times are booming and there's an abundance of candidates.
At the present it's a bit of a dichotomy — economic concerns and inflation worries are playing a role in consumer activity and in light of this retail employers are taking a cautious approach to hiring with job openings and hires down 14% and 27%, respectively, from June 2022 to June 2023, according to iCIMS research.
Yet, at the same time job applications for retail jobs are up 34% compared to a year ago. The number of applicants per opening has jumped 41%, according iCIMS, which can mean more qualified candidates in the hiring pool.
The right strategy
Summertime this year is proving to be a boost for retailers with employers expected to add over a million summer jobs just for teens. But summertime hiring, as well as seasonal sales hiring, such as the Christmas holiday, can be a tough task as the hires need to be made fast given teens can only work more than part time in the summer.
Hiring for special sales seasons also requires a strategy as retailers need to hire quickly to have staff on hand, in stores, as customers gear up shopping.
To get deeper insight on what retailers can do when it comes to hiring summer and seasonal staff Retail Customer Experience reached out via an email interview to Natalie Dopp, chief people officer at HireVue, which offers a conversational AI solution for chat-based job matching.
Q. How can you keep seasonal workers engaged between seasons?
A. One of the advantages that seasonal hiring teams have is access to a qualified candidate base year-round. Who knows your business and the ins and outs of operations more than your previous employees?
Engaging with candidates via text is not only their preferred method, but it's also a lot more effective. Keep previous employees in the loop on hiring needs and business updates throughout the year — helping you establish relationships with people beyond just last-minute hiring needs.
Hiring technologies allow you to send automated text reminders and create solid feedback loops with candidates. You can message them from the platform (not your personal phone), and they can engage as easily as sending a text.
Don't start each hiring season with a blank slate. Engage your previous employees and start filling your shifts fast with qualified talent you trust.
Q. What's the best way to find qualified talent fast for seasonal summer hiring?
A. When you're looking to hire for a season, you can't waste time wondering if you made the right hire — and you can't just hope for the best.
Consider candidates who show potential. Look for transferable skills instead of relying on candidates with specific experience or skills.
There is potential in every candidate. Assessments are a great way to find potential in candidates and pinpoint the skills that better predict success — not factors like alma maters or experience. Our 2023 Global Trends Report found that in the past year 58% of companies have implemented standardized assessments, and 32% have implemented game-based assessments.
And when time is of the essence, your hiring experience needs to be fast and engaging so you can start making offers before your shifts get busy.
Q. How are employers using technology to hire faster?
A. Many seasonal jobs aren't "normal," meaning they may not be simply labeled as "cashier" or "marketing manager." Some roles may be titled "crew member" or "warehouse stocker," so candidates may need help determining how to search for them.
Chatbots can help candidates based on skills; it can give them access to all the roles available. A smart chatbot can search based on the skills needed for a position, so the burden of responsibility is no longer on candidates to ensure they are searching for a specific title.
Chatbots may not be people, but they should be able to have human-like conversations. Candidates shouldn't have to input specific language to hopefully get a match or response.
About Judy Mottl
