Human Resources

Woman texting on a smartphone with words across the image reading: "Texting Candidates: Benefits and Why You Should Start Now

Texting Candidates: Benefits and Why You Should Start Now

Texting Candidates: Benefits and Why You Should Start Now 1016 528 Sprockets

91% of Americans keep their mobile devices within arm’s length at all times — you might even be reading this blog from your smartphone right now. The reality of our technology-driven world means hiring managers, owners, and operators must adjust accordingly to fit the preferred communication method of their applicants. Our recruitment advice for employers is to consider texting candidates to boost applicant flow. Read on and learn how to implement this beneficial sourcing solution ASAP!

You can also spend 37% less time on the hiring process with Sprockets, an AI-powered platform that features another creative way to recruit new employees. It matches potential applicants to your current top-performing employees and predicts new hire success before the interview.

 

 

Why You Should Be Texting Candidates

While texting candidates likely won’t eliminate phone calls or email from the recruitment process, it’s crucial to understand the benefits of texting and using technology to recruit employees.

1. Instant Communication

Texting candidates is fast and effective. In fact, 90% of all text messages are read within three minutes of being sent — no wonder texting is the preferred communication method for many people. Studies show text messages are opened and read almost 138% more than email! Eliminate wasted time and energy by texting applicants when appropriate.

2. Keep Applicants Engaged

Nothing is worse than quality applicants slipping through your fingers because of a slow response time. Texting applicants extends the hours of communication, so you can actively keep them engaged. For example, 8 a.m. may be too early for a phone call, but not too early for a text. Texting candidates increases your chance of getting in touch before they lose interest or find another work-related opportunity.

3. Convenient for Applicants and Employers

Sending a quick text message is much more convenient than playing phone tag. Applicants are able to respond when the time is convenient for them without having to worry about listening to a voicemail or returning a phone call. On the flip side, employers can text applicants between meetings, training, and other work-related tasks. 

Tips for Texting Applicants

1. Ask How Applicants Would Like to Be Contacted  

Before you go ahead and text applicants, you must first ask permission. Although a majority of people own a smartphone or other mobile device, some individuals may prefer a different option. Ask about an applicant’s preferred method of communication — phone call, email, or text message — in your pre-employment questionnaire. You’ll increase your likelihood of getting in touch with applicants by confirming their preference.

2. Introduce Yourself and Your Company

It’s important to convey who the message is coming from since your text messages to applicants are most likely coming from job boards.

Example: Hi [Applicant Name], this is [Hiring Manager Name]. I’m the [Position Name] at [Company Name] of [Location]. Thank you for applying to [Position Name]! 

Introducing yourself and your company via text message clearly communicates why you are reaching out and reminds candidates that they applied to your position.

3. Remain Professional 

While it may seem tempting to send a GIF, emoji, or acronym along with your text message, stick to professional language, similar to an email. There’s a big difference between texting a friend and texting an applicant. Additionally, consider when other methods of communication may be more appropriate. For example, give them a call when you are ready to offer your ideal applicant a position at your company. 

Replicate Your Top Employees With Sprockets

Sprockets’ Applicant Matching System creates a unique success profile based on your current top-performing employees, empowering hiring managers to find the ideal applicants for their team. It’s proven to improve employee retention by 43%, save 37% time on the hiring process, and reduce annual turnover by 22%. Plus, you’ll be able to focus more on important daily operations to boost productivity and ROI. Using technology to recruit employees has never been easier! 

Two women discussing employment opportunity with text across image reading "Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market"

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market 1016 528 Sprockets

In the midst of a global pandemic, businesses continue to navigate a tight labor market. Now, experts warn we are headed into a “long-term tight labor market.” Employers wonder how to attract job seekers when there’s a clear disconnect between job postings and applicant interests. Understanding how to get more applicants for a job is complex. Luckily, we compiled an easy-to-implement list that outlines attracting employee strategies. 

Attracting the right candidates has never been easier with Sprockets! Our AI-powered platform reveals which applicants are likely to perform like your current top-performing employees. Eliminate wasted interview time and hire the ideal applicants before your competitors.

 

 

How to Get More Applicants

1. Provide Competitive Wages

To put it plainly, people aren’t going to settle for minimum wage — especially those whose finances took a turn for the worse during the pandemic. If you are able to offer higher wages, you’re on the right track to attracting candidates that will last. Employees who are paid more than minimum wage are more motivated to work, thus increasing overall productivity and fostering a better work environment.  

2. Offer Flexible Hours

People crave a work-life balance. Who wouldn’t want to come home after a productive work day and watch Netflix, play board games with their family, or go out for a drink with friends? Doing the things you love shouldn’t be put on hold when you have a part-time or full-time job. Consider offering flexible hours to draw in potential hires and beat the competition! 

3. Maintain a Safe and Clean Environment

Let’s face it: The pandemic isn’t over, and no one knows when it will end. Some applicants may be skeptical of returning back to in-person positions, so it’s crucial to highlight what your company is doing to protect workers from COVID-19. Follow CDC guidelines, offer paid quarantine leave, and regularly sanitize high-touch surfaces to maintain a healthy work environment for employees and customers.

4. Establish a Social Media Presence

Get creative and build a social media platform on Facebook, LinkedIn, Twitter, Instagram or TikTok to catch the eyes of Gen Z and other tech savvy applicants! 79% of job seekers use some form of social media to search for opportunities. Whether you decide to go all in and design a social media campaign or simply create a descriptive profile, establishing a social media presence is a smart way to attract new hires.

5. Post to Multiple Job Boards

Widen your applicant pool by posting to multiple job boards! Everyone has a personal preference on which job board they prefer. So, once you have your job description crafted, be sure to post to as many job boards as you can. Ultimately, the more job boards you post to, the better chance you have to attract applicants for recruitment.

How to Get More Job Applicants

If you’re wondering how to recruit staff, Sprockets is the answer! Post to popular job boards like Snagajob, ZipRecruiter, Adzuna, Upward, and more for free from within our platform. Reach millions of applicants without any additional fees so you can allocate resources elsewhere while still attracting top applicants.

 

People interviewing in a restaurant with text reading, "Applicant Sourcing Strategies: Re-Engagement Campaigns"

Applicant Sourcing Strategies: Re-Engagement Campaigns

Applicant Sourcing Strategies: Re-Engagement Campaigns 1016 528 Sprockets

Maintaining a high-quality applicant pool is a challenge for numerous business owners and operators. However, with the right applicant sourcing strategies, you can quickly expand your list of potential hires and find the ideal fit for your company. For instance, have you ever considered re-engaging past applicants? Although you decided not to hire these individuals before (or you simply didn’t have time to look at all of the resumes), they might prove to be excellent options now.

As you read through our tips on how to re-engage past applicants, consider letting Sprockets handle the heavy lifting. We go beyond providing helpful advice to actually help you with the re-engagement process. It’s one of the many benefits of our platform, including the fact that users improve employee retention by an average of 43%!

Why You Should Re-Engage Past Applicants

It Saves You Time

If the thought of going through the typical, tedious hiring process makes you cringe, then it’s time to re-think your sourcing strategy. Rather than crafting a new job posting and weeding through a pile of resumes, simply reach out to past applicants. These individuals might still be interested in working for you, and all they’re waiting for is an opportunity.

It Reduces Hiring Costs

Another major benefit of re-engaging previous applicants is that you don’t have to post another advertisement and pay for all the fees that popular job boards usually charge. These can cost upwards of $400 or more! Plus, you must consider all of the tasks required to recruit new applicants that distract you and your team from important daily operations. This could severely reduce productivity, ultimately decreasing potential ROI.

It’s Effective

Past applicants are more likely to say yes to a job with your company than the new applicants you are trying to recruit. They are already familiar with your business and have previously shown interest. So, if you are able to identify the right fit with a hiring platform like Sprockets, you can be well on your way to onboarding your next top performer!

Run Re-Engagement Campaigns With Sprockets

A man in a coffee shop posting job descriptions as an applicant sourcing strategySo, how do you effectively re-engage past applicants? The answer is simple: Use Sprockets. Our AI-powered platform makes it easy to upload your list of past applicants and send them all our three-question survey with a single click. They’ll even receive a text message with information about your job opening and be able to apply right from their phone!

Start re-engaging past applicants today with the hiring solution that business owners trust to source, screen, and retain high-quality employees.

Woman shaking hands with hiring manager with text below reading: The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring 1016 528 Sprockets

At the beginning of the COVID-19 pandemic, everyone wanted to “return to normal”. However, with the end of the pandemic nowhere in sight, businesses have had to adjust their recruitment process. Pandemic hiring practices — and pandemic jobs — are here to stay. So, what does that mean for the future of recruitment? Which COVID-19 practices will hiring managers continue to follow in a post-pandemic world? Read on to discover the various ways the COVID-19 pandemic has changed the hiring process. 

Perhaps one of the most significant changes is the increased importance of hiring top-notch employees quickly. Luckily, Sprocket’s AI-powered solution reveals which applicants will perform like your top-performing employees. Save time, money, and only hire the ideal applicants with Sprockets. Average users spend 37% less time on the hiring process!

 

 

COVID-19’s Impact on Hiring

Virtual Hiring Process

Several businesses — regardless of industry — are utilizing technology to communicate, implement, and execute work-related tasks since face-to face hiring is not always an option. According to Pew Research Center, 71% of Americans are currently working from home and 54% want to work from home post-pandemic. While no one knows when COVID-19 will end, it’s safe to say remote work is here to stay. (That also means business-casual on top and sweatpants on bottom could be the new norm.)

Health and Safety Precautions

However, not all businesses can function with a remote workforce. These companies must follow certain health and safety precautions to continue operating in person. Following the CDC guidelines, regular hand washing, sanitizing, and cleaning of high-touch surfaces are now common practices. This allows hiring managers and their interviewees to feel safe during in-person interviews. Although these guidelines may lift post-pandemic, it is likely that the emphasis of cleanliness will stay to reduce transmission of colds, the flu, and other common illnesses. According to Building Service Contractors Association International, regularly sanitizing high points of contact can save employers “more than $225 billion dollars a year in lost productivity.” 

Importance of Internal Hiring

During these trying times, hiring quality applicants is tough. Even attracting workers can often be a challenge. Since the beginning of COVID-19, internal hiring has increased 15 to 20%. Selecting candidates from within your organization has its benefits. According to LinkedIn, internal hiring can improve overall employee retention. Internal hires will likely stay twice as long since they are already familiar with the company.

Emphasis on Equality, Diversity, and Inclusion

With so many employers switching to a hybrid or completely virtual approach, more people are available for opportunities they would not have been able to fulfill pre-pandemic. Remote work widens the applicant pool, allowing employers to choose their ideal applicant, even if they are not from the business’s physical location. This empowers businesses to hire employees from a variety of backgrounds. The increased emphasis on equality, diversity, and inclusion can be attributed to the realization that policies set in place — such as virtual work — affect everyone differently. Fostering an inclusive workplace for everyone is crucial to success as we continue to fight bias, racism, and xenophobia. Employers must make sure all employees are given appropriate accommodations to meet their individual needs.

Overcome Hiring Challenges With Sprockets

Our AI-powered platform empowers hiring managers to predict the best “fit” for any given position, ultimately saving valuable time and money while maintaining optimal staffing levels during difficult times. A brief, three-question survey reveals everything you need to know about an applicant before the interview. Humanize your hiring process, prevent bias, and increase overall diversity with Sprockets!

 

Someone holding a "Hiring" sign with text reading, "7 Tips for Recruiting on a Budget"

7 Tips for Recruiting on a Budget

7 Tips for Recruiting on a Budget 1016 528 Sprockets

The recruitment process involves finding applicants with the best skillset and personality for the job. Finding the right fit takes time and can be expensive, especially if you can’t afford to break the bank by hiring new employees. Instead, take a look at the different ways to bring in applicants without spending too much time and money.

 

What Is Recruitment Cost?

Recruitment cost is the total cost that an organization spends on recruiting new hires. The cost includes the time the job has been posted for when the new hire joins the organization. Analyzing the recruitment cost is crucial for the company’s profit analysis.

What Is a Recruitment Budget?

The recruitment budget is the estimate of all the costs your organization incurs when hiring new employees. It includes both external and internal costs. This can be anything from the recruiters’ salary, advertising expenses, and training. It’s worthwhile to have your recruitment budget aligned with the organization’s long-term business strategies.

7 Tips for Recruiting on a Budget

1. Determine Your Recruitment Plan

Here are a few things you should consider when determining your annual recruitment plan:

  • What is the number of new hires you want to recruit?
  • Will you have seasonal hires?
  • What is your employee turnover?
  • Will you have high-volume hires?

Answering the above questions will help you create a recruitment plan. The plan will help you know the yearly hires you need in your department. Make sure you talk to your managers to identify the annual headcount. It will be costly to hire staff only to realize they are not the right fit for the role.

2. Have an Expenditure Breakdown

You should calculate the amount you spend on recruitment every month. Here’s a quick breakdown that can be useful in determining the monthly budget:

  • Cost per hire
  • Job advert costs
  • Recruitment software costs
  • Background check on potential staff
  • Branding
  • External recruitment agency fees
  • Interview expenses
  • Salaries
  • Onboarding costs
  • Training costs

3. Keep an Eye on Historical Costs

If you have larger recruitment drives, it’s worthwhile to have an overview of the fixed costs. That way, you’ll understand the costly elements, like job fairs, agency costs, and recruitment tools. While analyzing your fixed expenses, make sure you know the annual recruitment expenditure. You should only allocate money to successful strategies.

4. Take Advantage of Technology

It can be time-consuming to find the right recruits. Luckily, you can take advantage of emerging technologies to streamline the recruitment process. With proper tools, you can analyze a large volume of data and identify the applicants who are best suited for the role. Recruiting technology will save you hours every day.

Innovation will help you recruit on a budget. When you have the right software, you’ll save time and effort. Having the right tools makes it easy to sort through unsuitable applicants so you only get the best hires. When choosing recruitment tools, consider the cost as well as the logistics of integrating with existing tools.

5. Leverage Employees

The best resource for finding new hires is your current employees. Using your employees will save you time and money. Furthermore, applicants referred by current employees will stay longer in the organization and have higher job satisfaction. Reach out to your employees for recommendations.

A referral bonus is an excellent motivation for your staff. This helps to encourage your employees to refer their friends and will ensure you have top-quality hires at a reduced cost.

6. Track Your Time

Knowing how long it takes your organization to recruit new hires will ensure your budget works better for you. Smaller companies take longer to hire. A larger organization, on the other hand, will employ often. You can also track additional metrics, such as:

  • Candidate quality
  • Source of hire
  • Quality of hire
  • Turnover rate
  • Retention rate

7. Use Digital Channels

In recent years, social recruiting has gained popularity, and many organizations are embracing it as a recruitment strategy. Social media is used by 70% of hiring managers to hire new staff. Social media channels allow you to post about open roles and reduce recruitment costs. You can also use social media to build your employer’s brand.

How Sprockets Can Help

A testimonial about McHireIt’s vital to know how much you spend on recruitment and use that information to manage your budget. Even with a small budget, you can still get the best hires for your organization.

If you’re looking for an intelligent tool to hire quality staff for your company, Sprockets can help. Sprockets uses AI-powered hiring software to match applicants based on the current top-performing and reduce employee turnover. Contact us today to improve your recruitment process.

 

Get a Free Demo

Female employee crossing arms with text below reading: Recruiting Passive Candidates: Attracting the Right Talent to Your Company

Recruiting Passive Candidates: Attracting the Right Talent to Your Company

Recruiting Passive Candidates: Attracting the Right Talent to Your Company 1016 528 Sprockets

Your employees make your company work, but you need the best talent for your organization to head in the right direction. Staffing and recruiting are constant struggles in any business, and open job listings may yield hours of interviews with no actual results. When looking for the ideal applicant, you don’t need to rely on the active job seeker to come to you. Your organization needs to attract passive applicants to fill the most critical positions without risky leaps of faith and wasted time.

 

What Are Passive Candidates?

A passive job candidate is someone who isn’t actively seeking a job but could be the perfect fit for your needs. While these potential hires may not actively look for new employment, they’re often open to new opportunities. These kinds of candidates can often be a better match for specific job openings for a few different reasons:

  • Fast Onboarding: If you get someone from a similar position to the one you have open, they may fit nicely into the role and already have the skills they need. These lateral moves also often involve less risk on your part if the candidate has a proven track record in their current role.
  • Simple Negotiation: Since they’re not actively seeking a job, they’re likely only considering your position and will take it if your offer is competitive. You won’t have to worry much about getting outbid by a competitor or having a bad candidate accept a job out of desperation since they are already employed.
  • Efficiency: Interviewing active candidates can often feel more like fishing than a business negotiation. However, with passive candidates, you know that they’re interested in a serious opportunity, otherwise they wouldn’t be talking to you. These are usually more skilled professionals seeking to grow their career. Hence, you’re more likely to get a quality candidate without investing as much time.

Recruiting Passive Candidates for Your Position

It’s difficult to learn how to get candidates for recruitment, but there are always hard-working professionals out there who would love the opportunity you have available. If they’re not looking for a job, though, how do you attract passive candidates to your position? Passive recruiting methods can seem counterintuitive, but there are some basic ways to ensure that you can tap into the pool of passive candidates that might be a perfect fit for your position.

Get Them to Come to You

By cultivating a positive brand image over time, your company can begin to see passive candidates just expressing interest out of nowhere. When people are aware that your employees are treated well and are given opportunities to grow, excellent candidates will be talking about it. This path to recruiting passive candidates is a long road, but being known as the best place to work will always keep you with a flow of top-tier applicants.

Get out and Go to Them

One simple way to get more exposure to passive candidates is to engage the people who are the best fit for your company’s needs. Become part of the professional community and develop relationships. When those people think about opportunities, you want them to call you. You can also connect with professionals in your industry on LinkedIn or other social media communities and start positioning yourself well to tap into available talent. This method may take more short-term, direct effort, but you could potentially see results quickly.

Full-service solutions like Sprockets’ virtual recruiter is often an efficient way to make sure that somebody is always out there on your behalf doing what they can to not let great applicants slip through the cracks. Not every professional with the skills you need is a potential passive candidate, but you certainly want to capture those that are.

Attract Candidates Who Are the Ideal Fit

Invest your time and resources in the right talent. Finding a candidate who meshes well with your team and is a precise match for your company culture can be invaluable, and you shouldn’t have to settle for anyone less than ideal.

Here at Sprockets, we use AI-powered software to reveal which applicants will succeed like your top performers. Our virtual recruiter and sourcing services can further engage potential passive candidates and keep your open positions in front of those who will best fit your organization. Schedule a demo with us today and see how Sprockets can help boost applicant flow.

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A woman on a laptop with text reading, "How to Prepare Now for Hiring Seasonal Staff for the Holidays"

How to Prepare Now for Hiring Seasonal Staff for the Holidays

How to Prepare Now for Hiring Seasonal Staff for the Holidays 1016 528 Sprockets

Thousands of seasonal staff members are hired each year during the holidays. These seasonal employees may be at a business for two weeks or up to two months. No matter the length of employment, some of them will be identified as top-notch workers. In order to keep having great seasonal workers, take some time now to prepare properly. Let’s review what you need to do to prepare for the seasonal hiring process and how to set yourself up for a successful, productive holiday season.

5 Tips for Hiring Seasonal Employees

1. Assess Your Needs

The first thing to do is reflect on the past seasons when you needed extra help. Consider the strategies you used and how effective they were. Think about the challenges you faced as well as the success you accomplished. It will be helpful to analyze efforts in the previous couple of years, if possible. That way, you can get an idea of how many seasonal employees you must hire.  

2. Identify Who You Want to Return

As you monitor your seasonal staff members throughout the holidays, take notes. Are they consistently punctual? Do they help customers with a positive attitude? Have you received any complaints about them? (When thinking of which seasonal employees you’d like to return, remember that you should make it known before they leave!)

3. Start Early

Aim to get the best seasonal hires before your competitors snatch them up. This means that you have to start hiring early. Give yourself a hiring window of at least two to three months. The following are some of the things you can do during this time period: 

  • Create Optimized Job Descriptions: The focus and details of the job description should be similar to that of year-round employees. Include the total period you need each seasonal employee for and whether there is a chance for their position to be permanent.   
  • Get Creative With Seasonal Hiring Strategies: Consider offering referral incentives to your current employees and customers. Or, reach out to previous seasonal staff members to find out if they are still interested this year.
  • Conduct Effective Interviews: Just because you are hiring seasonal employees does not mean you should overlook the interview process. Otherwise, you could miss out on selecting candidates who have the best skills and match your organization’s culture.
  • Screen Your Applicants: Examine your candidates carefully by thoroughly checking their resumes, contacting their references, and, if possible, conducting background checks. This ensures that you don’t end up with bigger issues after hiring them.

4. Conduct a Positive Onboarding Process

You should set clear expectations to ensure that your seasonal staff knows what is expected of them. Make sure that you also clarify that the position is temporary so that they don’t get disgruntled later on. Additionally, train and mentor the seasonal staff properly and give them time to settle in to be able to work efficiently when the rush hits. This ensures that you do not become disappointed when you need them the most.

5. Conduct Exit Interviews

At the end of the holiday season, be sure to conduct exit interviews (or online surveys) with all seasonal employees. This exit interview should help you understand how to attract and retain other employees in the future. The following list of questions is a good place to start:

  • How did you hear about this job opening?
  • Why were you interested in this job?
  • What was your favorite part of the job?
  • Was there anything you wish you could change about the position?
  • Do you have any feedback for management?
  • Are you interested in returning next year?

The answers to these questions should give you the information you need to make smarter hiring decisions. If the majority of people heard about the job opening through a social media post, try sponsoring posts next year to reach more people. When candidates tell you what they liked most about the job, be sure to emphasize that information in the job description! It’s important to keep in mind that getting information is only helpful if you decide to take action based on it.

Discover the Ideal Applicants Before Interviewing Them

A woman on a laptop hiring applicantsYou have enough to worry about without having to dedicate time to the tedious hiring process. Let Sprockets handle the heavy lifting with our AI-powered hiring solution. We offer free job postings to augment sourcing as well as a sophisticated applicant matching system that reveals who will perform like your top employees. Plus, you can get alerts when an ideal match is found! The list goes on, but you don’t have to take our word for it. Simply see what all of our happy customers have to say!

Schedule a free demo now to start hiring the best seasonal employees for the holidays.

A woman on a laptop with text reading "The Business Owner’s Guide to Seasonal Employment Laws"

The Business Owner’s Guide to Seasonal Employment Laws

The Business Owner’s Guide to Seasonal Employment Laws 1016 528 Sprockets

If you’re a business owner, there’s a good chance you rely on seasonal workers in one way or another. Retail store operators often need help during the holidays due to the surge of shoppers, and fast-food franchisees can almost always use some additional assistance to keep up with demand. No matter which industry you’re in, however, there are some important seasonal employment laws that you must follow. We’re here to break down the basics and explain what you need to know to run a successful business without any legal hiccups.

Plus, if you’re looking to hire the ideal seasonal workers for your business, we can help with that too! Sprockets’ is an AI-powered platform that empowers you to hire more employees like your top performers. You’ll save time, build more productive teams, and be able to focus on daily tasks rather than the stressful hiring process.

Essential Information About Seasonal Employment Laws

How to Pay Seasonal Employees

Let’s start with some guidance for paying your seasonal employees properly. The Fair Labor Standards Act (FLSA) applies to part-time, temporary workers in the same way that it covers full-time, regular employees. That means you must pay non-exempt seasonal staff at least the federal minimum wage, which is $7.25 per hour. Keep in mind that if your state law has a different minimum wage, you must provide them with whichever rate of pay is higher.

Overtime for Seasonal Workers

The FLSA also treats seasonal employees the same as regular employees for the sake of overtime. So, you must pay temporary staff members at least 1.5x the regular rate for any hours they work above the standard 40 per week. It’s important to note, though, that you’re not required to automatically pay them more on weekends or holidays — only if they work overtime on these days. You are also exempt from the overtime requirement if your business falls into certain categories, such as seasonal amusement, organized camps, and non-profit educational institutions.

Note: Make sure you abide by the child labor provisions of the FLSA. Sixteen and 17-year-olds can work unlimited hours, but 14 and 15-year-olds can only work for limited periods of time outside of school hours.

Seasonal Worker Benefits

There’s also the question of whether or not you need to offer the same benefits to seasonal workers as you provide regular staff. This is a tricky one. Under the Affordable Care Act, employees may be entitled to minimum essential health coverage if they work 30 hours per week at your company, especially if you’re considered an applicable large employer (ALE). 

Also, the Family and Medical Leave Act (FMLA) only applies to employees who work at least 1,250 hours in a year. While you might need to provide health insurance to seasonal employees under ACA, the typical seasonal employee will not fulfill the requirement for FMLA.

Seasonal Workers Taxes

Make sure you follow the labor laws for seasonal employees when conducting payroll with taxes and withholdings. Seasonal workers are essentially the same as regular employees in this regard. You must withhold for Social Security, Medicare, income tax, and the Federal Unemployment Tax Act (FUTA).

Simplify the Seasonal Hiring Process With Sprockets

A seasonal employee at a restaurantYou and your managers have enough to worry about with daily operations — let Sprockets handle the heavy lifting of the seasonal hiring process. Our AI-powered solution augments sourcing efforts with free job postings, screens candidates with background checks at 50% off what typical providers charge, and reveals which applicants will perform like your best workers. You get all these features and more in one convenient, easy-to-use platform that integrates with numerous top HR tools, like TalentReef and JazzHR.

Schedule a free demo today to start hiring the ideal applicants for your business!

Personal on laptop and text reading, "4 Easy Tips to Follow When Creating Seasonal Job Postings"

4 Easy Tips to Follow When Creating Seasonal Job Postings

4 Easy Tips to Follow When Creating Seasonal Job Postings 1016 528 Sprockets

While the summer months may mean hiking through national parks or reading novels on the beach, the reality for many people is working — and hiring — seasonal employees. Creating seasonal job postings is a necessary, yet complex first step. Luckily, we outlined five easy-to-follow tips when crafting job listings. The right job description attracts the right candidates for the position and saves you time from sorting through unqualified applicants.

Post to Job Boards for FREE with Sprockets

Save an average of $400 on the recruiting process so you can allocate funds elsewhere while still attracting top talent! Simply publish your current job openings within our AI-powered platform to reach millions of job seekers.

1. Highlight the Seasonal Aspect of the Job

It’s crucial your applicants understand your employment opportunity is seasonal or part-time. Directly state the months a potential employee will be needed so that job seekers understand the exact time commitment. Remember, not everyone searching for jobs is looking for a full-time position, so it may benefit applicants to know you are looking for seasonal employment. 

2. Outline Job Requirements and Qualifications

Summer jobs are typically for students on break, so their skills and qualifications may be limited. For this reason, be sure to spell out what is absolutely necessary for the job versus what is a nice bonus.

For example, a required qualification for an amusement park employee is a certification in CPR, but a preferred qualification is previous customer service experience.

3. Be Clear and Concise 

This may seem obvious, but a great seasonal job posting is easily readable, clear, and concise. You should be able to skim the description to gain a basic understanding of the position and shouldn’t have to dig for key points.

Although your age requirement is likely older, keep the job description at a middle school reading level. 

Here’s an example of a poor job posting for an amusement park:

We are looking for summer staff to work primarily May-August. Positions include ride operator, concessions, and ticket booth. Apply below or come in for a seasonal job application.

Pay range: $8-$13/hour

Here’s an example of a great job posting for an amusement park:

Have a fun summer at the amusement park with us! We are looking for outgoing people to join our summer staff from May through August. 

Required Qualifications:

  • Current CPR certification
  • Valid Driver’s License
  • At least 16 years old

Work Environment:

  • Primarily outdoors
  • Indoor break periods
  • Water and uniform provided

Pay:

  • Beginning pay is $10/hour
  • Returning staff receive .50 extra/hour for each year they return

Bonus Perks:

  • Free entry to the park
  • Late-night staff only park events 
  • Discounted seasonal passes for family members

4. Post to Multiple Job Boards

To guarantee an ideal match for your seasonal job opportunities, you’ll want to post your job description to multiple job sites, such as Snagajob, ZipRecruiter, Adzuna, Upward, and more. This will maximize your exposure, leading to wider applicant pools. 

Creating Seasonal Job Postings Are Worth It

Ultimately, taking the time to write a clear, honest job description is worth every minute. It attracts more qualified candidates and brings in applicants who are more likely to succeed at a seasonal work position. 

Ensure Applicants Are the Right Fit With Sprockets

A man on a laptop doing a pre-employment assessmentOnce you follow these simple tips, you’ll have to decide which applicants to interview — and we can help! Sprockets creates a unique success profile based on your current top-performing employees and empowers you to find the ideal applicants for your team.

A happy man on his phone with text reading "Improve Retention With Our New Background Checks Integration"

Improve Retention With Sprockets’ New Background Checks Integration – Powered by ClearChecks

Improve Retention With Sprockets’ New Background Checks Integration – Powered by ClearChecks 1016 528 Sprockets

Hire the ideal team members, reduce employee turnover, and increase productivity by running background checks from directly within the Sprockets platform! This integration with ClearChecks allows you to verify an applicant’s past and predict their likelihood of success in one convenient place. You’ll spend less time and money during the screening process, allowing you to allocate those resources elsewhere.

Save 50% on Background Checks

Sprockets users save an average of 50% on background checks compared to the leading providers. We’re offering this feature at-cost, empowering you to put funds toward other aspects of your business rather than overspending on screening. Take advantage of our preferred pricing and use the savings for marketing, team-building activities, or even expanding your team to keep up with demand.

Get Precise Information With the Click of a Button

This integration with ClearChecks also reduces the time you spend on recruiting by providing you with everything you need to know about applicants. You’ll see information about their pasts as well as their futures with our combination of background checks and fit scores. You get to decide which applicants are worth interviewing and which ones aren’t, helping you find the ideal applicants with fewer interviews. Plus, it results in higher quality interviews because you’ll know the best questions to ask before speaking with them.

See What Others Say About Sprockets

We have a proven track record of our own with numerous happy customers who have improved retention with the Sprockets platform. Here’s what one of them had to say about our solution:

“It helps us make better hiring choices, and we love the personality breakdowns that Sprockets gives us for each applicant.”

–  Jimmy Johns Franchise Representative

Start Building the Best Teams Today

Sprockets background checksCheck the pasts of your applicants to improve the future of your business! Visit our page on background checks to learn more about this feature and join the long list of Sprockets users who have achieved success with our AI-powered hiring solution. You can even schedule a free demo to see it in action. We look forward to helping you hire the ideal applicants and improve retention.