The fourth quarter marks the end of the year. It is also a time when retailers hire temporary employees. As the holidays approach, stores get busy, and life gets hectic in customer service. This isn’t an all-year-round problem, so some companies address it by hiring seasonal workers.
Bringing on more people can take some of the pressure off of permanent employees, but it isn’t a perfect solution. In many cases, seasonal hires must learn fast and adapt to situations quickly. They most likely won’t have the benefit of experience at your business and will have minimal time to get up to speed. What can you do to streamline the onboarding process for your seasonal hires?
- Create Jobs with Seasonal Workers Needs in Mind
Seasonal workers’ needs may be different from permanent full-time worker’s needs. They may require a varied schedule, specific hours, or other accommodations. While every company is going to hire based on business needs, don’t forget that seasonal workers may be coming to you with different expectations than the rest of your workforce.
If you can meet those needs and address the demands of the holidays, then both you and the temporary worker will benefit.
- Don’t Cut Corners in the Hiring Process
To speed the process along, some companies may try to cut corners in the hiring process. They may skip a document or background check. Do not do this, even if you are in a time crunch.
More time will be wasted later when you find out that the individual cannot legally work for you after investing hours into training them. Or, they may have to miss a shift to get a document signed or a check completed. There could even be financial repercussions if you are not in compliance with local laws. Do it right from the start so that there are no surprises later.
- Allow Adequate Time for Training
Again, time is usually short, and you need to get your seasonal workers caught up and ready to go.
Allow adequate time for training. Speeding this process along can add stress and frustration before your temporary workers get out on the sales floor or in the stockroom. A good LMS can cut down on time needed to complete many training activities while maintaining a thorough training program.
- Allow the Use of Mobile and Online Training
Another way to save time without sacrificing education is through mobile learning. Allow your seasonal workers to use their personal mobile devices or home computers to access their training courses.
Mobile devices can also be used at work in case you don’t have enough computers or stations setup to accommodate the extra people. Most modern LMS platforms include online login and mobile access.
- Use Microlearning to Boost Retention
Microlearning is quick to produce and can be easier to understand for the trainee. It fits into busy schedules and can increase knowledge retention.
Researchers conducted a study at the Dresden University in Germany in 2015. They found that the group that used fine-grained, or micro, content performed 22.2% better than those training with larger portions of material. They also took 28% less time to answer questions on assessments while the other group had to re-read content more than three times.
- Create a Visual Experience That’s Memorable
Visuals are also an essential part of knowledge retention. Images and videos make the experience more memorable. A page full of text or a verbal lecture may contain the information the learner needs, but it will be harder to recall later.
Make sure your seasonal hire training program incorporates a healthy visual experience that will keep trainees engaged. Use photos, graphics, charts, and other aids to help explain and reinforce the material.
- Consider Context When Choosing Training Material
Take context into consideration when choosing the materials presented to seasonal hires. Refine the program down to the resources and instruction they are going to need. Remove anything that isn’t relevant. Supply everything required to do their job safely and effectively while avoiding any unnecessary extras that could bog down the learning process.
- Have All the Tools Needed for Seasonal Hires
If certain jobs or training activities require specific tools or supplies, make sure you have enough ready to go. It can be overwhelming to hire a group of people in a short time. Plan ahead so that you have everything they need before they arrive for orientation. This will ensure that every worker can dive right in without delay when training begins.
- Provide a Go-To Person for Questions or Guidance
Seasonal workers will sometimes come across situations that are new to them. They may need guidance when completing new tasks. Due to the temporary nature of their jobs, they will be less emotionally invested in your company. That means they may not be as likely to seek out answers if it’s hard to find someone to ask.
Assign a go-to person for new hires. This is someone who can answer questions, provide guidance, and is easily accessible from wherever they are assigned to work. A go-to person could be assigned to each job role or area to avoid overwhelming a single employee with questions.
- Nurture a Sense of Belonging
Seasonal workers may not be on the payroll for long, but they are still a part of your company. It’s important to treat them with the same consideration and respect as your permanent employees.
Nurture a sense of belonging and make them feel comfortable and welcomed. This is a great way to convince them to apply again in the future and sends a positive message about your company culture.
A reliable learning management system can help hiring managers and trainers juggle the challenges of hiring seasonal workers. Check out our reviews to find out which platforms are available and how they can help you onboard temporary employees faster this year.
