Even though it seems like it was summer just yesterday, the Christmas season has waltzed right up to our desks. For many people, it’s the happiest time of the year, but it can be a slightly different story for those in business.
Holidays bring new challenges, hurdles, and opportunities to create a remarkable success story. And although this season will likely feel more relaxed than the previous two, the pandemic is not officially over, and companies and consumers face a new enemy - a recession.
According to CNN Business, September didn't bring the traditional uptick in temp help job ads. With the current state of the economic climate, no wonder employers are more cautious than ever when it comes to hiring Christmas staff. This in turn puts a real emphasis and spotlight on employers to get Christmas recruiting right – the first time.
A Trickier Christmas Season
If your company is still hiring, you probably feel a little more cautious and wary about choosing the right candidates to meet your talent gaps.
Unfortunately, recruiting temporary staff for Christmas is when even the most experienced business leaders make mistakes, which can be quite pocket-pinching. But, don’t worry - you can save yourself from the unnecessary hassle by ensuring you know the most common pitfalls when it comes to Christmas staff hiring.
From Santa’s very own HR Christmas Elves, this guide will give you the crucial insights that you need to know to avoid the holiday recruitment danger zones and red flags.
Top 10 Mistakes Businesses Make When Recruiting Temporary Staff for Christmas
1. Outdated Job Ads
Just because you hired seasonal staff a few years ago, doesn’t mean that the job description is the same. Times have changed, and so have the job roles you recruited for.
So, if you were hoping to use the same job descriptions, think again.
Think about the ideal candidate, what skills do they have? What experience do they have? And what does the role entail (in today’s world).
By switching it up and making your job description more relevant, you'll increase the odds of receiving job applications from skilled and qualified candidates. And your temp staff will also know your expectations and desired outcomes of their work – so they are less likely to leave mid-assignment.
2. Disregarding Training Requirements
Employee training is often time-consuming and costly. But it's an investment that you need to make if you want to provide a better customer experience.
I know that you’re probably thinking… but the temporary staff are only going to stay with the company for a short time – there is no point in wasting time and money. But the thing is, they are still a representation of your company and therefore need adequate training.
Consider providing training on the following:
- How to make a great sale and upsell
- How to give a better customer experience and address inquiries
- How to act in tricky situations, e.g. when a customer wants an out-of-stock item
- How to work with tills and other relevant equipment and machinery
- How to handle a dissatisfied customer
Remember, your temporary staff may only be there for the Christmas season, but your customers will remember how they were treated forever. So if you want to maintain your good reputation, then addressing temporary staff training needs is a must.
3. Delaying Until it’s Too Late
The best time to start your Christmas hiring activities was yesterday!
The more you delay this undertaking, the more you risk not having everything ready before the deadlines.
After all, other companies also plan on recruiting temporary staff, and you don't want them to win the talent war at your cost.
But if you still haven't started, there is no need to panic. The next best opportunity to start is today - so get things going as soon as possible.
The sooner you activate your Christmas hiring processes, the better. Wait too long, and you may have to rush things. And when you rush, you get desperate – resulting in underqualified and poor quality candidates which could potentially risk your reputation and bottom line.
4. Forgetting the Normal Recruitment Standards and Rules
Many business owners and managers have this unfounded idea that they don't have to put the same diligence and effort into their recruitment practices when hiring Christmas staff.
But that couldn’t be further from the truth.
The same hiring legislation applies, and you must, and I repeat, you must ensure that you're compliant.
If you don't do this right, you could risk potential fines, tribunal claims, and reputational damage.
But no worries, your HR Christmas Elves are here to help. Just reach out and we can help you make sure that your recruitment processes are fully in line with UK employment law and legislations.
5. Overlooking the Administrative Requirements
Christmas is a thrilling time for many business leaders, as they all have ambitious goals they want to accomplish. And while it's essential that you are achieving your business goals, don’t let the systems that support them get pushed to the side.
When hiring new temps, you will likely have to tick off several administrative boxes to keep everything on track. Ensure you answer the following questions:
- Do you have systems that support payments for your new workers? Have you contacted your employee payroll provider?
- Have you sorted out shifts and ensured every employee knows their schedule? How will you update them on possible changes?
- How will you allocate new staff and their job roles?
- What are the additional duties of your line managers? Have you communicated these responsibilities and ensured they're aware of their tasks?
- Will you provide uniforms to your new staff, and will they have to return them?
Now, these might seem like insignificant details. But covering them is the difference between a Christmas nightmare and having a well-oiled machine.
6. Not Asking Your Employee if They Know Someone
No one knows your company, its values, missions, and objectives like your current employees. So, why not reach out to them and ask them if they know anyone who'd be a good fit for your Christmas temp roles?
Employee referrals often lead to the best hires, as your workers will likely recommend someone they feel matches the team’s spirit.
So take the leap, as this move could be the key to saving time, and capital on engaging with recruitment agencies.
7. Assuming Your Temp Staff Will Stay Until the End of the Xmas Season
There is one thing that companies often misconceive during their Christmas recruitment runs. They typically think that their temporary staff will stay with their company during the whole Christmas season. After all, they are only there for a short period of time. Why would they look elsewhere?
Well, you’ll be surprised…
Most temporary workers are also looking for a permanent role on the side. So at any given time, they could be offered that permanent role that they have been waiting for, and then off they go – notice in (which is usually a week), and then you are back to square one.
Most temporary workers are also highly likely to be in talks with multiple agencies. One day, one of those agencies may offer them a temp role with better pay and terms and conditions. Would you blame them for jumping ship?
So never leave all your eggs in one basket. Consider what you will do if your temps decide to quit. Are your existing employees willing to replace them and work extra hours? Will you have to provide them with relevant training? Have you got a backup candidate pool?
Don’t let this give you the Christmas fright, as this is only the worst-case scenario. But it is possible, and it’s imperative that you prepare for your backup plan in advance.
8. Not Treating Your Temp Staff Equally
Just because your temporary staff are only going to be with your company for a short amount of time, does not mean they should be treated any differently to your permanent staff. At the end of the day, they are working hard for your company, so they deserve the same treatment and respect as the rest of your staff.
Are you planning a Christmas party? - Great! That's an ideal opportunity to invite your team and thank them for their effort and hard work. So, ensure everyone gets the invitation and information about the party. That includes your temp staff, who are also a part of your team.
Are you conducting performance reviews and planning bonuses for your employees during Christmas? - Well, that's another great opportunity to reward your temporary staff for contributing to your company and raising the bar.
That could be the much-needed dose of motivation and encourage your temporary workers to accomplish admirable things. Until their contract ends, they're your employees like everyone else and deserve to be included in workplace activities and opportunities.
9. Not Reviewing Your Xmas Recruitment
After the Christmas period ends, it is highly recommended that you review your operations and measure their success. Assess whether you hired the right staff and if they met your goals.
If not, where did it go wrong? What could you do to ensure you don't make the same mistake the next time?
Organise a short meeting with your temps before they leave, and ask if they would like to work with your company again. You could even consider hiring them for permanent positions in the future. But talk to them first, and gauge where they are at.
10. Doing it All on Your Own
Recruiting might not be your area of expertise, and that’s okay. You may thrive at brainstorming innovative solutions and revolutionizing the market, understanding what your prospects genuinely want, or shaking up tested formulas and solutions.
Every individual has their own superpower, which is what makes business thrilling. But remember, being a stellar lead means you're not afraid or too proud of asking for help.
If the mere thought of doing all this alone terrifies you or makes you feel mentally drained, it's time to ask for help and speak up.
You don't have to perform these activities independently when there are Christmas HR Elves like Dakota Blue Consulting at hand.
What Comes Next?
Relax, breathe in. You can do this.
Take some time to reflect on this guide and decide where to start. Will you first outline what job roles you'll be hiring this Christmas and the tasks your new staff should complete, or determine your budget and how you'll allocate workers?
Decide what works best for you and your distinct business challenges. The next step is to set things in motion, as everything feels easier once you get the operations moving.
Whenever you doubt whether you're doing something wrong or forgetting an important step, turn to this guide.
Keep in mind your objectives and stick to your deadlines. But most of all, be confident in choosing qualified staff, and if you need external support, don't hesitate to ask for help.