Current Environment with Seasonal Worker Hiring <\/h2>\r\n
First, keep in mind that offering minimum wage may not be the best way to attract quality applicants. With the current low unemployment rate (3.8 percent)<\/a>, many companies are offering higher pay rates (above minimum wage) and benefits to attract more qualified employees. To be competitive, you\u2019ll need to determine the pay rate you can reasonably offer seasonal workers.<\/p>\r\n Second, when it comes to benefits, don\u2019t assume that seasonal employees should be excluded. Many companies are extending a variety of benefits to attract seasonal workers. According to a recent hiring survey<\/a> conducted by Wakefield Research for Snag, an online employment site for hourly workers and employers:<\/p>\r\n Myth:<\/strong> Seasonal jobs only pay minimum wage.<\/p>\r\n Fact:<\/strong> Many employers are offering higher wages and benefits to attract seasonal workers in a competitive hiring market. Under the FLSA, seasonal employees are entitled to the same minimum wage and overtime<\/a> as other non-exempt employees.<\/p>\r\n<\/div>\r\n Third, be aware that the exemptions from minimum wage<\/a> and overtime that apply to \u201cseasonal establishments\u201d do not apply to year-round businesses that hire seasonal workers. Seasonal businesses<\/a> are those that operate less than seven months a year, such as an amusement park or recreational center. <\/p>\r\n\r\n \r\n State and federal laws<\/a> covering allowable working hours for minors (14-15 year-olds) \u2013 as well as the types of hazardous work permitted for anyone under 18 — apply to seasonal workers, as well.\r\n <\/p>\r\n <\/div>\r\n<\/div>\r\n Finding qualified candidates<\/a> interested in seasonal work can be challenging. While hiring students on school break or people looking for second incomes is a typical approach, there are other tactics, including:<\/p>\r\n When hiring temporary employees to fill in during a busy season or cover employee vacations, you\u2019ll want to be certain you make the nature of the job clear. If there is a chance the job may be extended after the seasonal work, specify that too. <\/p>\r\n Follow these additional tips for hiring seasonal employees:<\/p>\r\n Finding the right candidates is one thing — keeping these short-term employees on for an entire season is another. If you hire seasonal workers who aren\u2019t interested in a permanent position, you may lose them before the season ends. How can you prevent this? Here are a few ideas:<\/p>\r\n Keep in mind that hiring and employment laws for long-term employees apply to seasonal workers as well. Be sure you follow fair, non-discriminatory employment practices<\/a> and stay within the boundaries of all federal, state and local laws.<\/p>\r\n Using an online Applicant Tracking app<\/a> can make the seasonal hiring process much easier. The app organizes hiring stages into a single efficient process, letting you assess and rate each candidate, check on their status, review their progress and prepare for the next steps. <\/p>\r\n\r\n\r\n
Which Employment Laws Apply to Seasonal Employees?<\/h3>\r\n
![](\"https:\/\/www.hrdirectapps.com\/blog\/wp-content\/themes\/hrdirectapps\/images\/did-you-know.jpg\")
\r\n <\/div>\r\n Recruiting Strategies for Hiring Seasonal Employees<\/h2>\r\n
\r\n
Important Considerations When Hiring Seasonal Workers <\/h2>\r\n
\r\n
![](\"https:\/\/www.hrdirectapps.com\/blog\/wp-content\/themes\/hrdirectapps\/images\/cr-recommends.jpg\")
<\/div>\r\n Tips for Retaining Seasonal Employees<\/h2>\r\n
\r\n
Get Organized and Keep Track of Job Applicants<\/h2>\r\n
\r\n