In October 2024, the U.S. Bureau of Labor Statistics (BLS) reported 179,600 manufacturing jobs in the Atlanta metropolitan area. Seasonal talent occupied many of these jobs.
Seasonal talent supports higher manufacturing workloads during peak productivity. Having these workers take on tasks reduces employee stress, absenteeism, and burnout during increased production.
Transitioning seasonal manufacturing talent into long-term employees helps retain the best workers year-round. Hiring high-performing seasonal talent lowers hiring, onboarding, and training costs. The results include stronger operational continuity, productivity, and the bottom line.
Monitoring Seasonal Workers’ Performance
Hiring seasonal talent for a set period provides time to monitor their performance and cultural fit. You can determine whether a worker has relevant knowledge and skills for long-term success within your manufacturing firm.
Talk with high-performing seasonal talent about whether they see a future with your organization. If so, you can discuss a full-time job offer in depth.
Accessing Niche Skills
The best seasonal talent might have specialized knowledge and skills your manufacturing team lacks. Hiring full-time talent with niche skills increases your firm’s ability to secure additional projects. These activities increase revenue and business growth.
Facilitating the Transition from Seasonal Talent to Employee
These steps can help seasonal talent transition to full-time employees:
Clarify expectations
Set clear expectations when seasonal talent starts working. For instance, ensure the workers understand the nature of the role, the performance criteria, and the contract period. Also, clarify the job duties and responsibilities, performance metrics, and milestones to evaluate performance.
Support cultural integration
Implement onboarding strategies that help seasonal talent fit with your manufacturing firm’s culture:
- Train on your firm’s mission, vision, and values.
- Help seasonal talent build relationships with teammates, coworkers, and supervisors.
- Involve the workers in company initiatives, meetings, and activities to support feelings of value, respect, and belonging.
High-performing seasonal talent who feel like essential team members typically accept full-time job offers.
Openly communicate
Maintain regular communication with seasonal talent and the manufacturing staffing agency:
- Regularly check in to ensure both parties are on the same page.
- Provide feedback loops for real-time adjustments and improvements.
- Quickly address talent and staffing agency questions and concerns.
Share income and benefits information
Let the best seasonal talent know the competitive income range, benefits, and perks they could receive as full-time employees. These offerings typically are more than they receive working seasonally.
Offer professional opportunities
Learning and development opportunities encourage seasonal talent to accept full-time job offers. Mentorship, customized training, and career advancement opportunities help the workers visualize their future with your manufacturing firm.
Do You Need Help with Manufacturing Staffing?
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