What Are Seasonal Workers and How Do You Attract & Retain Them?

Who Are Seasonal Workers?

The Center for Employment Training defines a seasonal worker as an individual who engages in a temporary employment situation that repeats yearly around the same time, mainly because they perform labor generally exclusive to a specific season and often in a particular place. 

There are different types of seasonal workers, but they’re commonly found in the farming and agriculture, tourism, and construction industries. 

Employers typically choose to hire seasonal employees over regular employees when:

• They only open during a specific time of the year (e.g., ski resorts, summer camps)
• They need extra help to meet a surge in demand during peak seasons (e.g., retail stores during the holiday shopping season, agricultural companies during the harvest season)
  

What Are the Rights of Seasonal Workers?

The Fair Labor Standards Act (FLSA) protects seasonal workers' rights, establishing labor standards across private industry and government employers. Here are some fundamental rights seasonal workers enjoy under the FLSA:

Minimum Wage 

While certain seasonal and recreational employees are exempt from the minimum wage and overtime pay, most seasonal workers are entitled to receive at least the federal minimum wage (currently $7.25 per hour) or their state or local minimum wage, whichever is higher. 

Overtime Pay

Besides those exempt from overtime pay, most seasonal workers are entitled to receive it if they work more than 40 hours in a workweek. Overtime pay must be at least one and a half times their regular pay rate.

Child Labor Restrictions 

The FLSA protects minors from excessive or hazardous work. It sets limitations on the work types, hours, and conditions for workers under 18.

Record-Keeping 

The FLSA requires employers to maintain accurate records of hours worked, wages paid, and other employment details for each seasonal worker.

Read More: Do You Know Your Employees’ Rights?

How to Attract and Retain Seasonal Workers

Many organizations rely on seasonal workers to keep their business running smoothly during the busiest times of the year. And they understand the value of having exceptional workers who keep coming back year after year, ready to get the job done without skipping a beat.

Whether hiring seasonal workers directly or partnering with a staffing agency, here are a few tips for drawing in seasonal workers and making them want to come back the next year:

Write Good Job Descriptions

When looking for seasonal help, Vault Consulting’s Managing Director of Human Resources, Kendra Janevski, recommends being creative and writing succinct, enticing job descriptions.

Create clear job descriptions that accurately reflect the nature and requirements of your open seasonal positions, so candidates know beforehand whether or not they should apply. Your job descriptions should address potential candidates’ questions about the job, such as:

• What are the duties, responsibilities, and expectations of the role?
• Are you looking for people with relevant work experience?
• Do you require specific certifications?
• Is the job physically demanding?
• What are the working hours?
• What is the compensation structure?

According to a LinkedIn study, shorter job posts (less than 300 words) attract more applicants, so make the application process as straightforward as possible. Strike a good balance between detailed and direct. Succinctness is key.

Read More: How To Write The Perfect Job Description

Identify Your Same-Time-Next-Year Candidates

Recruiting a fresh set of employees whenever you need seasonal help takes time, energy, and resources. Identify candidates likely to come back for another work season and prioritize them.

Software company Team Engine recommends offering this year’s positions to last year’s workers first (with a pay raise, if possible). This tells them you appreciate their value to your organization and want to work with them again.

By giving preference to boomerang seasonal employees, your company can streamline the recruitment process, speed up onboarding and training, boost productivity, and introduce an element of predictability into your workforce planning.

Read More: What is a Boomerang Employee and Why Should You Care?

Offer College Credits

Students are an excellent fit for seasonal work because they’re often available during school breaks and holidays. If your company is looking to hire college students for seasonal work, offering college credits can help convince them to apply.

Vaco’s Chief People Officer Tracey Power suggests partnering with local colleges and building accreditation programs, especially if you know you’ll have seasonal openings you need to fill every year.

If you want to categorize your seasonal work as an internship, you can also participate in a student-learner internship program. Contact your local high school, community college, or trade school to find the most suitable program for your organization.

Provide Growth and Career Opportunities

Many opt to engage in seasonal work because of its temporary arrangement. It allows people to earn income and experience without committing to a long-term, full-time job.

However, not all seasonal employees are entirely opposed to a permanent role. Some of them could be interested in growing their career in your organization, so don’t assume that all of your seasonal workers are temporary. 

If you see team members with the potential for long-term roles, identify them and closely monitor their performance. At the end of the season, if they’re fit for full-time employment, present the opportunity for a permanent spot in the company. 

Stacy Fetherston, field talent officer at College HUNKS, also advises identifying core members of your team and turning them into mentors.

“Fill in the gaps and provide a space for others to learn and grow," Fetherston added.

Read More: What is Reverse Mentoring, and Should My Company Do It?

Nexus HR: Delivering Reliable Workforce Support, No Matter the Season

Discovering, attracting, hiring, and retaining exceptional talent is crucial to your organization’s growth and success. And it’s no easy feat!

We understand how frustrating workforce management can be for any company leader, so we want to say you don’t have to do it alone!

Taking on recruitment, payroll, and HR management will only distract you from the many business-building responsibilities already on your plate. Make the smart move and partner with an established HR solutions provider like Nexus HR.

Whether you’re looking for full-time, part-time, temporary, or seasonal employees, Nexus HR’s team of talent acquisition and human resource specialists is ready to take on the full scope of your administrative HR responsibilities.

Focus on growing your business and leave the busy work to us.