79% Of Employers Consider Summer Hires For Permanent Positions

Sarah Sipek

Summer jobs are serious business. While summer work has traditionally been associate with recreation and outdoor activities, companies are now offering a variety of professional and support positions, according to a recent CareerBuilder survey. And more and more, those seasonal positions are leading to permanent positions.

Twenty-seven percent of employers say their company is hiring for both engineering positions and IT positions, while 11 percent of employers say they are looking to fill banking roles. A large majority of employers—79 percent—say they will consider some of those summer hires for permanent positions after the season ends.

What Does This Mean For You?

More employers looking to transition seasonal workers into permanent roles means greater competition for talent. To help ensure that you’re making the right hires, plan ahead and start recruiting early.

Thirty-four percent of employers hiring for the summer say they typically complete their hiring in May — 31 percent are already done (typically finish in April or before). Twenty percent finish in June, 9 percent in July and another 7 percent in August.

If you’re hoping to have candidates stay on long-term, consider your candidate experience and onboarding strategies. While it is the responsibility of the candidate to make a strong impression to land the job, it is your company’s responsibility to entice them to stay.

Consider using technology to ensure your employees start their career feeling connected and engaged:

1. Eliminate as much paperwork as possible. If you can eliminate or automate the form, do it. This way you can focus on more exciting things during the employee’s first day.

2. Use video to help employees understand how to get started successfully. Record welcome messages from the CEO or other senior leaders that explain the organization’s values and history, core expectations of all employees, and other information that would help the employee feel connected to the bigger picture.

3. Empower the employee to manage their own onboarding experience. Create checklists and task lists for employees that include expected completion dates. This both clarifies expectations for the employee as to what their first few weeks or months will involve and empowers them by allowing them some control over how these tasks get completed.

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