As the service industry preps for the holiday rush, many businesses are concerned with hiring the best possible seasonal employees. According to the National Retail Federation, service industry businesses will hire 530,000 to 590,000 seasonal workers this holiday season—that’s a lot of hiring in a short period of time.
So many of the processes associated with Human Resources are filled with large amounts of paperwork. Everything from the process of sorting through one application after another to recruit the best candidate; to all the paperwork associated with new hires starting with the company; to facilitating, testing, and tracking training; and to evaluating employees with performance reviews and warnings; traditionally, each process is time consuming and paper intensive:
Many businesses in the Service Industry are starting to prep for their holiday business, this includes hiring seasonal employees. According to the National Retail Federation, service industry businesses will hire 640,000 to 690,000 seasonal workers this holiday season. Though Service Industry hiring always has to be fast, seasonal hiring has to be fast and is mass. It is a short-term game that usually demands high-volume results. The result is often a huge stack of paper applications sitting on top of someone’s desk, counter, or filing cabinet, daring the hiring manager to dive in and start interviewing candidates.
Talent Acquisition and Talent Management in the service industry’s heavily hourly dominated workforce is not the same as Talent Acquisition and Talent Management in traditional, white collar, office environments. Hiring and managing employees in those two worlds is like night and day. Recruiting and hiring in the service industry includes mass hiring, extremely high turnover (numbers that other industries have never experienced), and very diverse workforces- including diverse ethnicities, diverse educations, and diverse backgrounds.
Mass applications, a revolving door of open positions, a diverse workforce, and field managers facing the majority of the hiring responsibility; these are only a few of the complexities that the service industry faces on a regular basis that many other industries don’t deal with to the same extent. These challenges make it that much more important to hire right, from the start. And hiring right often begins with the interview.