'Tis the season for careful staff selection

No matter what type of contract employees are on this summer, with a weaker retail season predicted, employers must make sure that everyone at the front line wants to be there and make a sale, according to SHL.

Seasonal employees are a deciding factor for employers wanting to capitalise on the rush of Christmas customers, influx of holiday makers and summer sales shoppers, said Joe Ungemah, head of professional services at SHL.

"It can be bewildering to be thrown into the often-chaotic summer retail season and for some seasonal staff it can take a while to come up to speed on products and sales techniques," Ungemah said.

"Organisations can have a significantly positive impact on their sales and turnover this season by ensuring they have the right staff, who are well-trained, motivated and are given ongoing feedback," he added.

Ungemah has five key tips for companies when hiring and managing seasonal employees for 2010/11 holiday season.

1. Attract the right types of employees. Employers need to carefully consider where and when they advertise for extra employees. Before any recruitment occurs, employers must know what they are offering. For example, is it likely that a seasonal role can turn full-time after the summer? What type of training or development will you be providing?
2. Select candidates based upon their fit for the role. Organisations must remember front-line employees are the window to their company Poor customer service during busy periods can lead to long-term damage in reputation. Employers should choose staff based on a balance of their capability to do the job and their interest in the job itself. Recruitment tools like ability tests and personality questionnaires can ensure the fit is right.
3. Induct seasonal employees. Putting untrained staff on the floor without a proper induction can lead to disgruntled customers and affect sales. Organisations mustn't cut corners or make excuses, even with staff who are employed on casual and short-term contracts.
4. Engage staff. A recent survey by SHL has found that 44% of staff currently feel disengaged in their role. Organisations that understand what motivates staff and match this to the work environment can lead to an increase in performance. Busy periods can be stressful and tension can run high. Smart employers will ensure staff are engaged, understand what they are doing and how they fit in the bigger picture to make a difference on the shop floor.
5. Regularly assess performance. With such short time frames, a failure to catch performance issues early can result in a missed opportunity to capitalise on an increased number of customers. Managers should communicate performance expectations clearly and regularly review with each member. Team targets can also be great motivators if used well.

"Australia has pulled out of GFC pretty well, but people have remained conservative with their money - so for business owners, every sale and every engaged employee counts," concluded Ungemah.