“Seasonal workers are a great way to manage increases in demand and leverage flexible working options,” said Charlie O’Brien, head of people for HR software Breathe HR, speaking to HR magazine.
She added: “Having a seasonal workforce, or colleagues on temporary contracts, is a benefit that many employers overlook. The main issue is that many employers do not have an effective process in place for meeting the administration requirements associated with seasonal staff, such as contract management, shift-scheduling, and communication.”
To address this, HR should ensure that a streamlined onboarding process is in place, to support seasonal workers during the holiday period, and to encourage seasonal workers to see their work as a possible long-term arrangement, according to O’Brien.
Read more: Three quarters of employers used flexible contracts in 2023
“Onboarding processes should be task-focused instead of role-focused, to allow seasonal staff to start adding value immediately,” said O'Brien.
The information that employees might need, such as key contacts, benefits and salary details, should be centralised in one place, to improve their onboarding experience, she explained.
Access to learning tools could help seasonal workers prepare for their roles ahead of time, commented Carol Leaman, CEO of the training platform for frontline workers, Axonify.
Speaking to HR magazine, she said: “It is crucial to ensure that seasonal staff are fully prepared for their roles. Many companies are easing on skill and location requirements, to encourage more applicants.
“To streamline onboarding, digital learning platforms can provide rapid, personalised training to equip workers with the necessary skills quickly and efficiently.”
O’Brien suggested that health and safety training also needs to happen ahead of the busy holiday period.
Additionally, HR should offer flexible working, and feedback, to help seasonal workers manage their workload, Leaman noted.
“HR can offer flexible or part-time hours so that workers can balance personal and professional commitments during this time,” she said. “By using digital/mobile tools, HR can provide real-time guidance and updates, ensuring that seasonal workers have what they need to perform their tasks efficiently.
Read more: Why HR is key to managing security risks from temporary workers
“HR can also offer flexible scheduling and ensure open communication channels so that workers feel supported. Implementing systems that reduce manager burdens, such as automated onboarding tools and real-time feedback mechanisms, can also alleviate stress on both managers and workers.”
Supporting seasonal workers could encourage retention or workers returning later down the line, Leaman suggested.
She added: “By focusing on standout seasonal employees, HR can offer opportunities for continued work beyond the holiday season. Regular feedback, skill development programs and demonstrating pathways to full-time employment can encourage talented seasonal workers to transition into permanent roles.”
