It’s summer! It’s time to celebrate beaches, road trips and fireflies. And for some, time to celebrate both an uptick in business and the opportunity to work. Many small businesses, whether snow cone stands, garden shops or neighborhood pools, need more workers to help with longer lines and vacationing employees.
The summer is the perfect time to hire seasonal employees. Summer employees can be a lifesaver by helping you capture increased revenue, while also giving your regular employees some well-deserved rest. Additionally, summer hiring is a great opportunity to deepen your business’ relationship within the community and get more residents, both young and old, earning spending cash.
Here’s five tips on how to make the most of the opportunity:
1. First off, you need a plan.
Unless it’s your first year in business, you should have a pretty good idea of how and when you’ll see an uptick in business. Do the math to determine how much help you’ll need. And don’t forget to ask current staff about their travel plans – you’ll want to accommodate their summer vacations so that they have ample time to recharge their batteries.
2. Where will you find those extra helping hands?
Ask current employees, as well as friends, whether they know anyone looking for seasonal work. Maybe they know high schoolers who need extra cash or a relative who is in town for the summer. If the job requires more specific skills, connect with local colleges or technical education centers. Most will be happy to publicize your opening to students who are looking for valuable work experience.
3. Don’t skip the training.
Bypassing training for short-term employees may seem like the path of least resistance, but in the long run, it won’t save you time. Even truncated training is better than none at all. Also create a cheat sheet with tips and rules that your summer help can quickly reference when things are in full swing. Since the summer months can often be among your busiest, getting everyone on the same page will mean smoother sailing for you and your customers.
4. Keep it legal.
Even if workers are only seasonal, you must follow federal and state laws governing employment. You’re still required to keep records, collect taxes and verify that they’re eligible to work in this country. Know the minimum wage in your municipality, as well as whether your seasonal team will qualify for overtime and healthcare. Also keep in mind there are state mandated limits on age and hours worked for different tasks – we’re not just talking about bartending. Check with your local small business groups or chambers of commerce to ensure you’re conforming.
5. Treat seasonal employees the same respect and attention you give your full-time employees.
Be open to retaining good season employees beyond the summer months, and put them at the top of your list of temporary staff to call during Christmas or next summer. If you provide seasonal workers with a positive, enriching experience, they’ll likely to return or recommend the opportunity to others.