The confectionery industry has the special privilege/task of
enduring holiday bursts. Hiring a temporary workforce can help your business
maintain consistent production levels and product quality. In this excerpt from
a Kettle Talk article written by Jan
Douglass with Esther Price Candies, Corp., we built upon three practical tips
to help you hire smart for the holidays.
#1: Build Relationships
with Staffing Agencies
Staffing agencies can be a great resource for filling temporary
positions. Building relationships with reputable staffing agencies and other
local organizations (e.g., county or state job centers, developmentally disabled
adult centers, etc.) can help to source reliable individuals for seasonal work
and unforeseen sales bursts. When working with staffing agencies it is
important to practice open and honest communication. Start by taking the time
to discuss open positions rather than simply providing a job description. If a
recommended candidate isn’t a good fit, providing concise feedback on why that
was the case will help staffing agencies identify better candidates in the
future. These simple steps will ensure the staffing agency feels well equipped
to find the right fit, right away.
#2: Training is Key
They may only be with you for a brief time, but a temporary
workforce can be vital to keeping with the ebbs and flows of seasonal business
and make it less painful when you must reduce your staff at the close of a
season. Be aware, however, there can be downsides to a temporary workforce,
such as high turnover rates. Increased turnover can result in more training
hours, risk of production and packing errors and additional work for human
resources. Minimize those risks by having sourcing organizations pre-screen individuals
and clearly communicate the job expectations to candidates through digital
recordings of the candy making process. Successful training can also lead to
the return of seasonal staff year after year.
#3: Stay Current on
Labor Laws
Make sure to brush up on federal and state labor laws before
hiring for the holidays, as many regulations that apply to full-time employment
also apply to part-time and seasonal employment. The U.S. Small Business
Administration’s (SBA) Employment and Labor Law Guide is a useful resource when hiring. Be aware of your
state’s legal requirements for benefits such as unemployment, social security/medicare
and workers’ compensation. Check with your state’s department
of labor for exemptions for
employers who require temporary staff for periods of 10 weeks or less. You will
also want to familiarize yourself on your tax reporting responsibilities
according to IRS regulations and state tax laws.
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