Seasonal employment should be tackled in much the same way as any other hiring process but getting it wrong can prove expensive and, more critically, negative on the business.
Finding people who have the abilities to perform the required tasks and the personality traits to fit well with the values of senior management and the culture of the organisation can be a daunting task.
It becomes even more challenging when this period, such is the case during Vintage, is the busiest time of the organisation’s year.
There is little time to make up for employing the wrong person in a short-term role.
Thus you must get everything right from the start to ensure the best candidate is hired.
Prior planning is vital to achieving the desired results.
Basic steps can aid employers here in preparing to enter the jobs market with a vacancy.
- Determine both the tasks that will be performed by the seasonal employees and the abilities, personality traits and values they must possess to be successful in the role.
- Identify the selection tools required, from the job ad to assessing applications to undertaking tests or role play techniques that fit the job to interviewing candidates.
- Utilise the organisation’s management or key personnel to assist in the screening process and final analysis towards presenting an offer to the desired applicant.
Throughout this process it is important to give credence to a set level of standards and credentials that are required for the advertised position.
Ensure all candidates adhere to the same approach and questioning but at all times just keep it simple.
The earlier an organisation can begin its talent search will encourage better results as well.
With the Vintage period primarily taking in the months of January to April, one should consider starting their recruitment process in August or September of the previous year, should they know a specific role will require filling.
However, this process could also draw well into December – it is never really too late to seek out employees for an upcoming Vintage.
Consideration of past staff members could also prove invaluable while these may be the people the vineyard or winery turn to when a full-time or longer term vacancy arises.
Those who have had a positive experience within your organisation previously make any transition much easier.
You know them, they know you – it normally works well for everyone.
Remember though, your seasonal employees will play a crucial role in the success of your business, particularly within businesses that are impacted heavily by the specific time of the year as is the case here in the wine industry.
Vintage employees, just as much as long term staff, represent your brand and this cannot afford to be affected by undesirable outcomes.
Therefore, advanced planning, a stringent hiring process and a genuine investment in the organisation’s seasonal employees can make a tremendous difference.