Robert Half International: How Seasonal Employees Can Help Your Workplace


Businesses large and small are feeling the pressure of tax season, with its piles of paperwork, inevitable changes and looming deadlines. Accounting and finance professionals often face the prospect of working long hours to cope with heavy workloads, and contract professionals can be invaluable back-ups.

When you need the extra help this time of year, you need an effective strategy to find, hire, and onboard seasonal workers quickly. Here are three critical steps:

1. Connect with the best recruiting experts

A good relationship with a recruiter is essential to a successful seasonal hiring. A firm specializing in talent solutions such as Robert Demi knows the candidate market for employment in your area and in your city. We have a database of job seekers, many of which you and other companies would not have access to on your own.

Plus, it can be difficult to assess a large number of people in a short period of time when you and your team are already on their toes.

An employment agency can make this process much easier and help you identify and integrate many seasonal employees at once. Whether you need on-site or remote workers, we can help – and quickly.

Read these tips for how to hire a senior accountant.

2. Be prepared to make an offer

Just like you would with a permanent job candidate, assess potential seasonal employees based on required skills and experience, performance expectations, and work style. Also perform reference checks.

But before you do all of that, find out what fork you should expect to pay. If a recruiter helps you hire seasonal staff, they can work with you to ensure that you pay in line with market standards.

You can also consult resources such as the Robert Half Salary Guide.

3. Set clear expectations with seasonal employees

Even with a contract professional, you should have a keen sense of the specific duties and responsibilities of the position you are pursuing. If you are working with an employment agency, let the recruiter know the timeline and key expectations, and make sure they are communicated to job applicants during the interview.

It is an interesting exercise to write a job description before hiring the contract worker – and seeing him again on the first day. Then stick to it, avoiding the temptation to leave the seasonal employee with whatever they need to do at random. One of the benefits is that if the contract position becomes something more after all the taxes are filed, you will be able to accurately determine how well the person has completed the job. Seasonal employees are often excellent candidates for a permanent placement.

Of course, tax time isn’t the only time businesses can hire seasonal workers. They can be particularly useful when companies are experiencing an increase in workload or have lost workers.

Here are some of the other situations in which hiring seasonal employees can be particularly useful for your business:

  • An eventful vacation -Many employees use their vacations during the summer and vacations. When multiple team members are away from the office at the same time and for an extended period of time, stress levels can increase for the remaining employees tasked with moving projects forward.
  • Classrooms and meetings -Educational institutions and local governments have a continuing need for contract workers to provide reliable IT infrastructure and technical support for online education and remote public meetings. The move towards virtual learning programs has also increased the need for designers, developers and video production professionals.
  • Registration periods open – While open registration periods, employees in the United States subscribe to health insurance plans and other employee benefit programs for the coming year. Companies should weigh the benefits and answer employee questions when considering changes to their plans. They must coordinate and communicate policies, practices and procedures, while ensuring that data entry tasks and day-to-day operations are not overlooked.

Whether you’re burdened with taxes or a talent shortage, a little preparation can go a long way. Apply the strategy outlined above to find the best seasonal employees who can provide additional support in the event of a temporary increase in workload – and offload yourself and the rest of your team.


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