Issue link: http://read.uberflip.com/i/701202
24 / JULY.AUGUST.2016 RINKMAGAZINE.COM • We can mentor them to develop a strong work ethic and influence their attitude and values. • They can develop into returning employees while they remain in school, which can last 3-4 years. • They may develop a personal interest in our business and want to pursue it as a career. Finding the Right Hires So, how do we find good employees and screen out the bad ones? First, letting your current employees and loyal customers know that you're looking for seasonal staff is the best way to get the word out (and the cheapest). Maybe they have a younger brother or sister, or know a neighbor kid who is looking for more than just a summer lawn-cutting gig. Knowing the families of the applicants can often provide information regarding their work ethic. Social media is another excellent way to spread the word, especially for tech-savvy kids. Facebook posts or even paid ads are a good way to let students know that your positions exist. Guidance and placement offices at local schools are also good outlets to post these jobs. Once you get them in for an interview, assume that this may be the first interview of their life. Make them comfortable by letting them talk about their school, activities and interests. Then, begin by asking some general questions, such as: • Why have you decided to seek employment? (What is their motivation? Money? Experience?) • What motivated you to apply for this particular job with us? (Do they have a sincere interest in your business or just a job in general?) • Have you thought about what you'd like to do after you graduate? (Do they have goals?) • How would a position here contribute to your goals in life? (Does this job play a role in pursuing those goals?) Of course, you'll still need to ask them about any related experience they may have, prior jobs, etc. More importantly, especially with students, you need to ask what their daily and weekly schedule looks like throughout the fall and winter months so that you can propose a work schedule for them and ensure that they are able to commit to working that schedule. Too often a student will say "yes" in September but let you know in November and December that they have another commitment that takes priority. By flushing that out during the interview process, you will save yourself a lot of grief as you approach your busiest season. So, that's the gist of it. Approach seasonal employees with caution, but believe that they are capable to get the job done. You can never have too many hands on deck once the season rolls around. J SOCIAL MEDIA IS ANOTHER EXCELLENT WAY TO SPREAD THE WORD, ESPECIALLY FOR TECH-SAVVY KIDS. FACEBOOK POSTS, OR EVEN PAID ADS, ARE A GOOD WAY TO LET STUDENTS KNOW THAT YOUR POSITIONS EXIST. THE RINK MANAGER'S Guide to Seasonal Staffing