Use these sample interview questions to evaluate and recruit candidates for seasonal jobs.
Hiring seasonal employees when it makes sense
- You do not operate your business throughout the year (e.g. a summer resort)
- During peak periods (such as the Christmas holidays), you will need to increase your workforce.
- The organization has temporary business needs (e.g. a short-term, challenging project).
You aren’t hiring employees permanently, just for a fixed period of time
This does not mean that you should rush the recruitment process. Due to the limited time available for training and onboarding, it is imperative that you hire employees who are capable of performing the job duties in the most effective manner. To make an objective hiring decision, prepare and ask targeted interview questions.
In order to determine whether candidates are qualified for your seasonal positions, here are some examples of interview questions:
Questions to ask candidates during an interview for a seasonal position
- Why did you apply for this position? How do you think your profile fits aligns with the job requirements?
- What do you hope to gain from this position?
- Are you familiar with our products/brand?
- What are your professional plans after the season is over?
- Are you available to work X hours per day, Y days per week, including Z weekends per month?
- This position requires working morning and evening shifts in rotation. Are you available?
- How would you respond to a customer who complained loudly that they couldn’t find a specific product on our shelves?
- Imagine that two customers are having a fight over the last item and are causing a scene in the store. What would you do?
- What do you like most about working in [industry]?
- Describe a time when you had to attend to multiple clients at the same time. How did you remain calm?
- What would you do if a customer approached you with questions right before the end of your shift?
- What do you think is more important: providing excellent customer service to one client to increase their satisfaction or serving as many clients as possible in minimum time, even if you sacrifice quality of service?
- What would make you quit a job in the first week or month?
Seasonal job interview tips
- Transparency regarding work conditions is essential. It is important to clarify the working schedule during the interview process regardless of how detailed your job advertisement is. Mention what the position entails (e.g. work during weekends) and verbally ask applicants whether they’re available. Set expectations early, so that future hires don’t get caught by surprise and leave in the middle of your peak season.
- Assess the soft skills of candidates. You should use soft skills interview questions to determine where each candidate would fit within your organization. A customer service oriented individual is likely to be a good salesperson, whereas a well-organized individual is likely to succeed in an administrative position. In addition, you should select candidates who are flexible, as they will be able to adapt quickly to new work environments.
- Ensure that the culture fits the organization. In addition to filling temp needs, seasonal employees are advocates for your brand. Look for candidates who share your values and understand your business objectives. Consider candidates who are willing to go the extra mile in order to respond to clients’ inquiries, for example, if providing excellent customer service is one of your top priorities.
Flags of concern
- Stress is easily induced in them. When hiring retail employees during the holiday season, look for individuals who can handle hectic work environments. Use role-playing activities and ask questions such as “How would you respond if multiple customers approached you at the same time? ” Candidates who struggle to remain calm or give unrealistic answers are less likely to manage job challenges.
- They are unable to relocate or work the hours you require. When you are hired for a seasonal position, you may need to work long hours or stay in another location (e.g., when working at a resort during the season). To determine which applicants meet the minimum job requirements and are committed to staying with your company for the entire season, conduct phone screening calls before inviting them to interviews.
- Your onboarding program does not provide them with sufficient training. It is usually necessary to train seasonal employees as soon as possible. Nevertheless, many seasonal jobs are entry-level in nature, so recruit candidates with a wide range of experience. The best candidates are those who are willing to undergo on-the-job training. It is also a good idea to keep an eye out for candidates who are already familiar with your brand; this will allow you to spend less time training them on your products and services.
