Hiring Interns and Seasonal Employees: A Guide for Small Businesses
Seasonal work can be a critical component of many small businesses during a peak season when they need extra help or staff. For some businesses, offering temporary internships allows them to provide experience to college students or young adults while gaining extra help and fresh insights. But do you understand the important distinctions between hiring interns and seasonal employees? It sounds simple, but it’s critical for compliance and to make the most of these roles.
Navigate seasonal hiring and internships with success using these tips.
Defining Interns and Seasonal Employees
Interns: Interns are typically students or recent graduates looking to gain practical experience in their field of study. They can be paid or unpaid, but it’s important to note that unpaid interns are not considered employees. According to the Department of Labor (DOL) Fact Sheet #71, unpaid internships must meet specific criteria to ensure the arrangement benefits the intern more than the employer.
Seasonal Employees: Seasonal employees are hired to manage increased workloads during busy periods, such as the holidays or summer months. Unlike interns, seasonal employees are considered regular employees, albeit for a short term. They are entitled to wages and, in many cases, benefits, depending on the duration and nature of their employment.
Key Considerations for Hiring Interns
Compliance with Labor Laws
Most internships are paid at the minimum wage or above for the area where they are located. If you choose the unpaid route, your unpaid internship program should meet the DOL’s guidelines. One important factor? Make sure the internship is a learning experience for the intern. They should walk away from this experience knowing more than they did before. Remember – your intern does not displace regular employees.
Creating a Structured Program
A great way to make sure the internship is an educational experience is to spend time developing a comprehensive program. Include clear objectives, mentorship, and opportunities to gain valuable hands-on experience. This helps attract high-quality candidates and boost your company’s reputation in the community.
Defining Roles and Responsibilities
Clearly outline the tasks and responsibilities of your interns. This helps set expectations and creates a productive, positive experience for both your business and the intern.
Offering Academic Credit
If possible, partner with educational institutions to offer academic credit for internships. This can be an attractive incentive for students. Many times, the school can help promote your program and help you reach the right internship candidates.
Key Considerations for Hiring Seasonal Employees
Understanding Labor Laws
Seasonal employees must be compensated according to federal and state labor laws. This includes adhering to minimum wage, overtime, and other employment standards.
Effective Recruiting Strategies
Use job boards, social media, and local community resources to find seasonal workers. Remember even seasonal roles need a strong job description to attract the right people. Advertise the temporary nature of the job, any specific skills required, and some of the incentives to help attract the right fit for your company. Think about an employee referral program to encourage your team to share the job with their network. You can reward successful referrals with a gift card, a cash bonus, or an extra day off. You can also consider talking to former employees, such as recently retired staff, previous interns, and past seasonal workers.
Onboarding and Training
Seasonal employees should be treated like year-round full-time employees, which means a proper onboarding process! Provide training that equips them to perform their tasks efficiently and ensures they understand company policies. Make sure they know about your company’s culture and values so they can contribute to your positive work environment.
Retention Strategies
To encourage seasonal employees to return for future seasons, offer incentives such as end-of-season bonuses, flexible schedules, and a positive work environment. If seasonal employees return year after year, it will save you time and resources on recruiting and training new hires!
Creating a Handbook for Clarity
Having an employee handbook that clearly defines employment categories can eliminate confusion. Cover which categories are benefits-eligible and outline expectations for different types of workers. This is especially important to maintain transparency and consistency. A strong employee handbook can save you and your business money.
If you’re overwhelmed by recruiting and hiring, employee handbooks, and compliance with labor laws, remember you don’t have to handle it alone! INFINITI HR will connect you with our team of expert consultants you can count on as you navigate growing your small business.
Interested in other current employment trends? Click the link to view the recent blog: Four Practical Tips for Incorporating AI in HR or check back for more on human resources, payroll, insurance, and benefits.
