Tips for hiring and training seasonal employees

If you have a management position in an industry such as tourism, hospitality, service or retail, that responds to seasonal factors, you go through a yearly seasonal hiring and training process. Here are a few tips to keep in mind as you start searching for your summer hires. Use social media If your business has social media accounts—which it should—that’s a great place to post seasonal job openings. It’s safe to assume that most of your potential employees are avid social media users, and the most promising of these future hires are the ones that already follow your Instagram or like your Facebook. They already have a certain level of loyalty and understanding of your business, which makes them a good fit for your staff. You can also reach people who don’t follow your brand by posting a job advertisement. For a relatively small amount of money, like 25 to 50 dollars, you can deliver your job posting to thousands of people that you specifically target based on their demographics, interests and location. Cast a wide net A large number of seasonal employees are students who are on break from classes. But there are other demographics that make great seasonal employees, as well. Open up your hiring search to retirees seeking part-time work. These people are generally very reliable and responsible. Plus, it can be easier to retain them from season to season because you don’t have to worry about them moving away. Specify the timeframe and hours up front It’s very important to be up front with seasonal status of the available position. People tend to assume that...

How to evaluate the success of Q1

A fiscal year is split into four quarters, so we are now approaching the end of Q1. The end of a quarter is a great time to evaluate your business’s performance; to see what’s working and what’s not working. But what standards are business owners and managers using to determine the quality of Q1? Here are a things you can take stock of. Analytics Your Google analytics give you a great insight into how online users interact with your website. You can find out what sources lead them to certain pages, what pages cause them to leave the site, what times of day they’re most active on your site, and many other valuable statistics. But these numbers are only valuable to you if you know how to use that information to improve your site’s user experience. Here are a few metrics you’ll find in your analytics. Conversions rate – Your analytics will show you conversions, which means someone taking a desired action on your page. For example, if you have an eCommerce site, a conversion would be a purchase. But to measure the success of your website, you need to know your conversion rate, or the number of people who visit your site that actually become conversions. Simply divide the number of site visits by the number of conversions. If your conversion rate is low—meaning you have lots of people who visit your site but don’t convert—you could add prominent calls-to-action leading visitors to take that desired action. Bounce rate – A bounce means someone leaves your site. You can see the bounce rate for each page and if...

Four unexpected ways employee training can benefit your company

When you consider reasons to have a well-documented employee training program in place, your mind might jump to the legal ramifications of being unable to prove your workforce is properly trained should a governing body like OSHA (Occupational Safety and Health Administration) stop by for an unannounced inspection. But are many other benefits to implementing a robust employee training plan using innovative tracking software like Conductor Orchestrating Training. Internal communication Good internal communication is key to a business running smoothly. One way you can encourage that in your company is to ensure all your employees are trained to the same standards. Employees generally arrive at your company from a wide range of backgrounds, which can hinder collaboration. Including extensive training as part of your onboarding process ensures all your employees use the same methods, best practices and terminology, so they can better communicate with one another. Employee retention Internal communication is just one factor that contributes to a high company moral, and a positive moral and supportive culture leads to better employee retention. Employees are more likely to stay with your company if they enjoy their time in the office and respect their colleagues. But furthermore, employees are less likely to leave if they know that you’ve invested in them. Giving them the opportunity to enroll in job-related training to help them advance increases their loyalty to your company. Safety If your company deals with chemicals, harmful substances or heavy equipment, it is critical that your employees are trained to a certain standard. Having documented training can not only reduce workplace accidents, but it can save your company from...

How to get your employees to buy into training

As a business owner or manager, you’ve probably thoroughly explored the benefits of training your employees with the most advanced software for training employees and tracking that training. But implementing an employee training program that’s sustainable and successful requires that your employees also see the benefits of the training. And that’s up to you. So here are a few ways you can get buy-in from your employees. First impressions are everything Anytime you implement a new program in your office, the way you introduce it plays a critical role in its long-term success. Rather than dropping by individual offices and casually bringing up the topic in the breakroom, make sure all employees are told about the new program at the same time in a formal setting. That reinforces the importance of the implementation and ensures no one feels left out of the initiative. Call a company meeting and make sure everyone can attend. Prepare what you’re going to say so you can pitch the news with deliberate phrasing to strike the proper tone. Make sure you emphasize that the purpose of this new program is to help employees’ jobs easier, not challenge them by putting extra tasks on their plate. Provide just the right amount of details Make sure you are clear when providing your employees information that this program will benefit not only them, but the company at large. Give them the big picture first and then address the details. Tell them when the program will start to take effect and any other significant dates related to the implementation. Leave something behind Everyone processes news, like changes in...