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ResourceMFG | Manufacturing Workforce Specialists
The dos and don'ts of hiring seasonal manufacturing workers in 2021

Imagine if Santa had no elves to build his toys. It's kind of like a manufacturer without enough employees. Both make the holiday season a really tough time.

Metaphors aside, the ongoing labor shortage is putting supply chains in a tough spot. With holiday demands approaching, manufacturers are playing catch-up by recruiting temporary help.

Prevent production from slipping with some dos and don'ts you'll need to know when hiring seasonal workers in 2021.

Do be specific in your seasonal job descriptions
From the onset, be clear and direct about what your manufacturing plant needs. Use relevant keywords in your job descriptions and explain what skills are required for the position. Establish an onboarding process timeline and make it clear how long the employment will last.

Don't wait until the last minute
There's no reason why you can't recruit seasonal help before the season has started. Getting ahead of the curve is especially important in 2021.

According to Deloitte, the supply chain is in for a particularly busy holiday. They say 73% of retail executives expect shoppers to spend significantly more this season, while 67% expect holiday shopping to start up to two weeks earlier than usual.

Shoppers are getting a head start this year and so should manufacturers. Start recruiting seasonal help before it's too late.

Do encourage seasonal workers to stick around
For many employers, turning seasonal help into full-time employment is no easy task. Temporary workers often enjoy the seasonal nature of their jobs and need convincing to stay in one place. Retaining seasonal help is a great way to battle the ongoing labor shortage in manufacturing.

Don't neglect their training
Treat seasonal workers just the same as you would any other, beginning with the training process. After all, seasonal hires are still representatives of your company. Their work, in the end, is actually your company's work.

Without the proper onboarding, hiring seasonal workers is counterproductive. They're there to help pick up the slack and meet demands, but without training they'll have a hard time doing their job. If you fast-track their training, it comes at the cost of productivity.

As far as safety is concerned, neglecting seasonal training also puts people at risk. Anybody, let alone seasonal workers, who aren't properly trained are a detriment to workplace safety. Overwhelmed operators are more likely to put someone in harm's way in an accident.

Do optimize the recruitment process
Many manufacturers possess a pool of workers from seasons past they can recruit from each year. According to Training magazine, recruiting, activating and mobilizing these workers is far easier thanks to artificial intelligence. AI can instantly communicate with your pool of candidates and screen them well in advance of the holiday season.

The technology can also keep contact information updated autonomously and alert your database that recruitment has begun. Thanks to AI, seasonal hiring doesn't have to be a headache.

Don't forget the exit interview
Conducting exit interviews is an often overlooked aspect of saying goodbye to seasonal help. It's an opportunity to accumulate insight into what does and doesn't work in your seasonal employment program, as well as the company at large. By talking to temporary workers, manufacturers can improve their process and better retain workers in the future.

Apply now to find your next manufacturing job!

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