Seasonal Hiring in a Hyper-Competitive Market

    SAN DIEGO, CA, August 15, 2019 /24-7PressRelease/ -- This is going to be a challenging year for seasonal hiring. Since there's more job openings than job seekers, almost anyone seeking employment or wanting to work additional hours can achieve that goal. With over a million retail-related openings already on the books and another 600,000+ seasonal openings expected this year, competition will be epic.

Aware of the circumstances, employers with seasonal employment needs are ramping up their recruiting efforts. Wages and benefits will be more competitive, hiring processes will be streamlined, and new incentives will be offered.

Zeroing in On the Problem, Zeroing Out the Cost

When looking at the needs of seasonal workers, the most obvious one is finding the right job at the right time. For some, it's a short-term need, but for many, there are recurring or long-term career needs that aren't being met.

Helping seasonal employees with their current employment needs and future career aspirations will resonate with them. In the past, this would have been too expensive. Now it's easy to do and there's no cost.

Wouldn't it be nice if organizations could tell their seasonal job candidates the following?

"You aren't just someone passing through our system. When you join us, you become part of our family. If you're looking for regular employment with us after the holidays, we'll do our best to find you a job. If a suitable opening isn't available with us, we'll help you find employment elsewhere. If you're not looking for regular employment right away, we'll still provide you with job search assistance any time you need it for up to X years."

That kind of employee-centric statement says a lot about an organization's culture and how much it values its seasonal staff. It helps turn them into brand ambassadors and creates lasting goodwill that's shared via friends, associates, and social media alike. Here's how organizations can make that happen at zero cost.

Inspired by a mission of social responsibility and community giving, a new type of zero cost job search assistance is available. Called ultra-outplacement, it covers 100% of an organization's workforce, including temps and seasonal employees. They're covered regardless of position, reason for separation, or any other factor.

"Job Hunter Pro offers ultra-outplacement and transition services at zero cost as a part of our mission." said Jeff Rogers, CEO. "It's similar to our zero-cost offerings for non-profits and military veteran organizations."

Employers get a full-featured cloud-based program with an extensive array of job search tools and resources that are perfect for the needs of their seasonal staff. Because it's designed to be entirely self-service, it incorporates features that would normally be extra cost or simply not found in traditional outplacement programs.

Since it's cloud-based, there are no startup or on-going costs. Just as important, there are no ads, no marketing popups, no email or other personal information gathered, and nothing else to buy. Organizations wanting company-specific branding and customization can get it at a low monthly rate.

Improving Seasonal Hiring Competitiveness is Easy

Job Hunter Pro has made providing support to seasonal employees fast and easy. Organizations can get going within 24 hours. They simply view an ultra-outplacement and transition services portal so they can see its many uses and benefits. Then they decide when they want to start.

It's just as easy for employees. Organizations provide their separating employees with a link, login information, and who they should contact if they forget what you told them.

For more information or to get started, contact us via www.jobhunterpro.com or connect and message Jeff Rogers on LinkedIn.

About Job Hunter Pro
Job Hunter Pro provides zero- and low-cost solutions to employers and others who support displaced, transitioning and job seeking employees. Our solutions are designed to be "win/win" with built-in HCM cost containment and risk management capabilities.

An important part of our mission is to bring quality job search and interviewing support to the masses. Our focus on socially responsible outcomes is made possible by providing universal coverage, universal affordability, and universal benefit.

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