November 7, 2020 By Suzanne Robertson

Black Friday, Small Business Saturday, and Cyber Monday are coming soon! Despite economic concerns, studies are showing that consumers are ready to shop. Research from Deloitte® forecasts that this year’s retail sales are likely to increase 4 to 6 percent from November through January.

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In terms of your business, it’s not too late to get your holiday plans in place! Stocking up on inventory and some extra marketing are two important steps to take, but don’t forget about staffing. When the sales start coming in, you may need additional employees to cover customer service, order fulfillment, inventory management, accounting tasks, and more. It’s a tight labor market this year, but you could still hire successfully, using the right strategies. Here are some ideas to help get you started.

Determine if you need additional staffing

Look at your sales numbers from previous holiday seasons to forecast this year’s sales numbers. With a solid estimate, you may better determine whether or not it makes sense to bring on short-term employees. You might be able to keep up with demand by scheduling current part-time employees for full-time shifts. Make sure that additional salaries don’t crunch your cash flow and make it difficult to keep up with seasonal demands.

Determine the type of seasonal employee you need

There are three general types of seasonal workers that you can hire during your busy times. Review the details below to help you make a decision that’s right for your business.

  • Temporary workers: These employees perform work on a temporary basis and are often hired and paid through a staffing firm.
  • Contract employees: Independent contractors provide their services on a contract basis. Some examples are publicity and marketing professionals, handymen, lawyers, or freelance writers. Contract employees are generally more skilled than temp workers. To save on overhead, some contract jobs can be handled remotely.
  • Part-time workers: Part-time workers are often great candidates to fill seasonal needs. If their schedules permit, it’s easy enough to add hours when you have a surge in business.
 
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Sourcing employees

There are a variety of ways to search for solid seasonal employees. Here are a few cost effective strategies to help locate the best candidates:

  • Personal referrals are generally one of the best ways to find reliable employees. Ask current employees, customers, friends, and family if they know a go-getter who is seeking a holiday job.
  • Social media is typically a strong way to organically reach potential employees without spending money. If you have a presence across social media channels, consider posting an announcement using appropriate job search hashtags. Don’t forget to mention the location so you can avoid candidates who are not local to your business.
  • Local colleges or trade schools often have a job placement office to help students find opportunities or set graduates on a path to employment. Consider contacting your local schools guidance or career center to discuss your needs and learn how to reach available candidates.
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Paying seasonal employees

Part-time and seasonal employees are generally subject to the same tax withholding rules as other employees. For information on your tax responsibility as an employer, visit this page on the IRS website: Part Time or Seasonal Help.

Training is key

Small businesses need to maintain quality service during busy times when competition is high. A staff member who is unfamiliar with your products or services may quickly turn consumers off. Even returning seasonal employees may need a refresher training session to keep skills sharp and product knowledge on point.

Once you have a seasonal team in place, visit the SmartBiz® Small Business Blog for more information about team building, employee management and other information to help stay on track.

 
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