Summer Hiring Heating Up, Steps to Improve Your Hiring Process

Is your small business planning to hire hourly summer workers?

If so, you’d best get hopping. Snagajob’s annual summer hiring survey found that more businesses are planning to hire hourly workers than last year, and they’re also planning to pay them more.

According to the poll of more than 1,000 hiring managers nationwide, 19 percent plan to hire more summer employees this year, up from 9 percent last year. In addition, wages are at their highest level since the survey launched six years ago. For the first time in two years, hourly wages are projected to rise, from $10.90 last summer to $11.50 on average.

The number of hiring managers who don’t plan to hire any summer workers dropped from 45 percent in 2012 to 31 percent this year. Why are some companies not hiring? The biggest reason, cited by 36 percent was budget concerns. That’s up 9 percentage points from last summer. And while 36 percent plan to give current employees more hours this summer, that’s down 11 percentage points from last year.

Businesses expect just 55 percent of their summer hires will be returning from years past, down from 65 percent last year. That means it will be a good time for new employees to get a foot in the door. Similar to past years, the majority of summer hiring managers expect most of the applicants to be high schoolers or college students.

As in most years, the survey found most hiring will take place in April and May (24 percent and 30 percent, respectively), and 77 percent of all hiring will be done by the end of May. Just 11 percent will still be hiring in June.

Clearly, if you need hourly workers this summer, you shouldn’t delay. Below are some steps to speed and improve your hiring process.

Steps to Improve Your Hiring Process

Create a System

You probably hire for the same types of positions each year. So if you haven’t already, create a job description for each position that includes the duties to be performed, hours needed, skills or experience required and anything else that candidates need to know.

It’s simple to update these annually to add new requirements.

Maintain Records

Keep contact information for past seasonal workers whom you liked and get back in touch with them in advance of your hiring season. It’s always preferable to hire a known quantity than start from scratch.

Note what websites or job boards got good results in the past and use them every year as well.

Put the Word Out

Many good hires come from word-of-mouth, so let your social media friends, family and business contacts know you’re hiring.

Chances are everyone’s got a niece, nephew, son or spouse looking for a seasonal summer job.

Hire for Personality

Skills are important, but attitude is more so. You can teach someone to operate a cash register, but you can’t teach them to be friendly or energetic.

Put reliability, a positive attitude and friendliness above all and, in most hourly positions, you really can’t go wrong.

Do you hire summer workers, and what are your plans for it this year?

Summer Heat Photo via Shutterstock

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Rieva Lesonsky

Rieva Lesonsky Rieva Lesonsky is a Columnist for Small Business Trends covering employment, retail trends and women in business. She is CEO of GrowBiz Media, a media company that helps entrepreneurs start and grow their businesses. Follow her on Google+ and visit her blog, SmallBizDaily, to get the scoop on business trends and free TrendCast reports.

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