Six Tips to Hiring Seasonal Employees Who Benefit Your Beading Company

Whether you're hiring family interns for the holiday season or teenagers during the summer, there are a few ways you can make the most of your increase in staff. While you might have people lining up at the door to work for your wholesale beading company during certain seasons, not everyone will be a perfect match.

In order to make sure you have an effective seasonal staff, there are a few precautionary measures you need to take. Proof of residence is typically a must, but so are background checks and solid references. Here are a few ways to make sure your hiring sprees during busy seasons benefit your beading company.

  • Know what your business needs
    As an entrepreneur, you should always be conscious of where you can make improvements in your business, whether it's in customer service or marketing. That being said, these can serve as guidelines for your hiring strategy, according to SnagAJob.com. What are you looking for in an employee? Do you need someone who is fast-paced, or prefer someone who is slower but organized?

    Make a list of the traits you're looking for in potential employees before posting your ad and bringing in candidates. This can make the interview and hiring process easier while increasing the chances of bringing in employees.
  • Pre-screen your applicants
    Pre-screening potential hires is another great way to make sure you're bringing in staff members who can positively contribute to your beading company. Even though you may only need them for a few months, it's crucial to ensure that you aren't wasting payroll on individuals who won't benefit your business.

    One way to pre-screen an applicant is to call the candidate and have a discussion prior to offering an interview opportunity. This can give you a sense of the individual's personality while allowing him or her to go over past job experiences. If you are posting your vacancy online, consider an email exchange and create a pre-screening questionnaire to learn more about your candidates. In the end, you'll have more confidence interviewing potential hires.
  • Hire before your competitors
    Monster.com states that it's never too early to start hiring seasonal employees, especially before the holidays. Although it may seem a little too ambitious to post a hiring ad in October for a job that is opening up around December, doing so can help you nab individuals who would otherwise be working for your competitors.

    Similarly, you'll want to start your hiring process earlier if you intend to bring in new people for the summer. A large number of adolescents are likely going to apply for part-time positions once school is out, and they might not have an extensive employment history. This means that you'll need to spend more time going over their credentials--beginning the process sooner rather than later can save you trouble later down the line.
  • Don't rule out referrals
    If you want to get a step up when it comes to hiring people who are qualified for your open positions, why not consider employee referrals? Some of your staff members may know people who are like-minded and interested in beading. These individuals can give you something to think about as you begin to hire for a new season. The phrase, "Take my word for it," doesn't always have a positive connotation, but it doesn't hurt to instill a bit of trust in your most efficient, loyal employees.
  • Be prepared to hire
    Finding candidates to fill positions is the first half of the process, and making sure they're ready to take on the job is the crucial second half. To save yourself time and effort after you make a decision on an applicant, BusinessManagementDaily.com suggests knowing what you need once you give the individual the green light.

    Documentation is critical to hiring any employee, seasonal or full-time. Some items you need to request from new hires are Social Security numbers, forms of identification and bank account information for payroll purposes. You should also make a decision on whether you want to offer specific benefits to your seasonal hires before you bring anyone in.
  • Consider a mentoring program
    Whether you're hiring a family member or a local teenager for a seasonal position, American Express Open Forum recommends considering a mentoring program. In addition to training your new employees, you might want to pair them with experienced workers to make sure they fully understand the job. By ensuring that they have a good grasp on your beading company objectives, you can improve the chances of creating a well-rounded seasonal staff. In the end, you'll have peace of mind knowing your efforts (and money) didn't go to waste.


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