Interesting challenge - You've had some good suggestions so far. Need to have more information about critical skill shortages to make any more valuable contributions. Here are some general ones:
A. Attracting candidates:
1. Make it easy for part timers/seasonal workers/2nd jobbers to get on board - Moms/Dads with kids in school, University students who want to work around classes. Reward them for coming back the following year (as well as the bring a friend idea)! If you want parents with young children, you might see about linking up with child care providers. Likewise with 2nd jobbers (eg holding a second job in addition to a full-time job).
2. Start earlier - and aim to retain. Where possible, "pre-hire"/interview/ hire over the late summer and if possible, include the new recruits in the process of hiring the next batch of seasonal workers.
3. Ask those that don't come on board (at least those you wanted) what stopped them from joining... there may be something you could fix easily which would make it a more attractive employer.
I don't know about your compensation, benefits or "perks" but you might try asking what your seasonal workers would value. For instance, a New Tax Year's bonus if they stay with you until 15th April.
B: How to ramp up 100+ hourly employees in a week:
I think you are going to need a "boot camp"/"kick start" approach - literally and hour by hour schedule to induct, train and retain the best talent you can find. To me, it's like ramping up a large project...
1. Prepare
Get existing employees to download their knowledge (that valuable how things get done) in your slack periods, and make the information available to new recruits - whether it is a set of laminated "how tos" a company hand book, an on-line wiki help system, etc.
Ask your existing seasonal workers what would have made their early days more productive, what would get them to come back next year, etc..
Follow the "teach a man to fish" approach with practical work/team work. Interspere with Belbin, team working techniques and fun/recognition. Happy to suggest some games privately....
Use NLP techniques to make the information most rememberable to all participants (eg reinforce in different language sets). Test knowledge to ensure that learning is actually happening. Ensure there is a fair amount of fun involved.
2. Practice
Run through the programme with existing seasonal workers and ask them to critique it, improve it. Offer them the job to help train the next batch if appropriate.
3. Execute
You've mentioned one week 100 workers on boarded and trained. I just want to check the numbers and timing - is it really 100 one off or more like 50 plus 50 plus 25 (allowing for ones who quit/don't work out).
If it really is 100 in a week, I suggest you have four groups of 25 and arrange some friendly competition....
A. Attracting candidates:
1. Make it easy for part timers/seasonal workers/2nd jobbers to get on board - Moms/Dads with kids in school, University students who want to work around classes. Reward them for coming back the following year (as well as the bring a friend idea)! If you want parents with young children, you might see about linking up with child care providers. Likewise with 2nd jobbers (eg holding a second job in addition to a full-time job).
2. Start earlier - and aim to retain. Where possible, "pre-hire"/interview/ hire over the late summer and if possible, include the new recruits in the process of hiring the next batch of seasonal workers.
3. Ask those that don't come on board (at least those you wanted) what stopped them from joining... there may be something you could fix easily which would make it a more attractive employer.
I don't know about your compensation, benefits or "perks" but you might try asking what your seasonal workers would value. For instance, a New Tax Year's bonus if they stay with you until 15th April.
B: How to ramp up 100+ hourly employees in a week:
I think you are going to need a "boot camp"/"kick start" approach - literally and hour by hour schedule to induct, train and retain the best talent you can find. To me, it's like ramping up a large project...
1. Prepare
Get existing employees to download their knowledge (that valuable how things get done) in your slack periods, and make the information available to new recruits - whether it is a set of laminated "how tos" a company hand book, an on-line wiki help system, etc.
Ask your existing seasonal workers what would have made their early days more productive, what would get them to come back next year, etc..
Follow the "teach a man to fish" approach with practical work/team work. Interspere with Belbin, team working techniques and fun/recognition. Happy to suggest some games privately....
Use NLP techniques to make the information most rememberable to all participants (eg reinforce in different language sets). Test knowledge to ensure that learning is actually happening. Ensure there is a fair amount of fun involved.
2. Practice
Run through the programme with existing seasonal workers and ask them to critique it, improve it. Offer them the job to help train the next batch if appropriate.
3. Execute
You've mentioned one week 100 workers on boarded and trained. I just want to check the numbers and timing - is it really 100 one off or more like 50 plus 50 plus 25 (allowing for ones who quit/don't work out).
If it really is 100 in a week, I suggest you have four groups of 25 and arrange some friendly competition....
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