If the current, candidate-driven market has you worried about filling vacant positions, may we suggest one talent pool that may help? Students. While some employers might be skeptical at first, there are quite a few benefits to hiring students for seasonal work.
Benefits of Hiring Students for Seasonal Work
Students will appreciate abbreviated work arrangements, and they’re probably less likely to get upset if their role doesn’t turn into a full-time arrangement because they’ll have to worry about going back to school and other commitments.
Students will be eager to learn and do a good job, especially if it’s their very first job. They will want to put something positive on their résumés.
Students will bring new skills to the table. The youngest generation in the workforce—Generation Z—comprises the most tech-savvy workers in history, so they might be able to help with many tech-related and mobile-device hiccups, among many other things.
Extra workers help improve employee morale. If your current employees won’t be asked to work extra hours or pick up extra slack during your busier seasons due to understaffed shifts, they will welcome the extra help.
“Hourly employers that hire students can expect that their desire and need for flexible schedules and other accommodating employment terms will only increase as the workers who typically fill these roles .
How to Attract Students for Seasonal Work
Here are a few tips for attracting student talent for your open, hourly positions:
Start recruiting early. Don’t wait until the week before you need seasonal help to start recruiting students. Plan to recruit them a month or so before your busy season starts so they can balance a job with their other commitments.
And if you’ve hired students in the past for seasonal work, reach out to them first to see if they want to rejoin the team during your busy season, especially if they were reliable and worked hard. Also, make sure you clearly advertise that your seasonal positions are available to teens under 18, if applicable.
Use mobile platforms for recruiting. As mentioned above, Gen Zs are tech-savvy, which means you should be using mobile apps and mobile-optimized sites and platforms to recruit them. They may not know your seasonal positions exist otherwise.
Offer more than minimum wage or other incentives. While you don’t have to offer a lot more than minimum wage, consider offering 50 cents to a dollar more than the minimum wage to attract the best candidates. And consider offering things like free lunch on Fridays or other small incentives and perks to keep them happy, working hard, and engaged while working for your organization.
Make it fun, but also represent roles as valuable learning opportunities. Yes, students like to have fun. But most of them also want to be valuable members of the workforce when they get a job. So, although you will want to advertise your organization as being a fun place to work with great perks, don’t overdo it—students still want to become professionals one day and learn the ropes so they can be successful in the future.