One of the benefits of working at Apploi and having hundreds of thousands of job seekers come to us for advice, training, and (of course) jobs, is that we gain great insight from them into what they’re thinking. And much like Mel Gibson’s character in the movie “What Women Want” discovered, it’s not always what the other side thinks.
We’re going to be unveiling different insights over the next few weeks, but one thing to highlight today – which you can read on the Apploi Advice page from my colleague Charlotte Phillips – is that job seekers are embracing seasonal work.
It’s not the case – as sometimes assumed – that job seekers don’t want temporary or seasonal work, and only want full-time work. We in fact found that:
“52 percent of jobseekers are looking for seasonal work over the holidays, maybe hoping to make some extra money to treat their families. Plus, 36 percent of jobseekers are looking for their second or third job, so part-time shift work is perfect for them. For most jobseekers today, flexibility is key, and that’s exactly what seasonal work offers.”
These insights are very valuable, as companies are battling for these seasonal workers. As the AP reports:
“Macy’s plans to hire about 86,000 seasonal holiday workers nationwide to bolster its stores, call centers and distribution hubs.
UPS … this year said it would be hiring 95,000 people to handle the load. FedEx plans to hire more than 50,000 seasonal workers, or 10,000 more than last year.
Wal-Mart Stores Inc., the nation’s largest private employer, plans to hire 60,000 temporary workers, nearly a 10 percent increase over last year.
Kohl’s plans to hire more than 67,000 seasonal workers, a 15 percent increase over last year …
Target Corp. said it will hire 70,000 seasonal workers, even with 2013.”
With all this competition, and much more, the question therefore for businesses large and small becomes: How can you win the race to get these seasonal workers? How can you standout to get the best workers – and deliver the best service for your customers?
Here are the answers that we’ve learned from seasonal workers:
Don’t have a cumbersome application process with long lines, lots of steps, multiple call-backs, and slow communication. They’ll just go elsewhere. The best certainly will.
Do have a quick and easy point of capture process, and the ability to quickly identity those who meet your criteria – and to respond to them quickly.
And of course – if a seasonal worker shines, while they might be happy just being temporary, you can always try to get them to stay. Temporary hires are a great way to identify future talent for full-time openings.
Even the chauvinistic Mel Gibson got the girl in the end.