How to recruit and retain the best talent during peak seasons

Published

29 May 2024

How to recruit and retain the best talent during peak seasons

1 min read

Whether you’re hectic during the ski season or spend summers rushed off your feet, we know how challenging it can be to match hiring to season peaks. Effective seasonal hiring takes savvy planning, a proactive approach and a contemporary knowledge of the do’s and don’ts of employment legislation. For a busy employer or HR leader, it’s a lot to manage! In our factsheet, we’ll take you through the common challenges faced by employers when it comes to hiring for peak season, and how to navigate them with ease. Get ready for your busy season and recruit the best team you can find – with our helpful hints. More resources:

Learn about the key factors Australian employees are seeking as we head into 2022 to ensure your recruitment strategy aligns with their expectations
Review Australia’s financial wellness snapshot for 2023 to gain insights into your employees’ financial behaviors and how it might affect their job satisfaction and performance
Explore our guide to practicing empathetic leadership through an economic downturn for tips on maintaining a supportive work environment that can enhance employee retention
Download the latest factsheet on Australian Employment Law Updates for 2023 to ensure you are aware of any legal changes that may impact your hiring practices during peak seasons

Disclaimer: The information in this article is relevant as at 16 May 2024, and has been prepared by 91�� Pty Ltd ABN (11 160 047 709) (91��). The views expressed herein are general information only and are provided in good faith to assist employers and their employees. The Information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91�� does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this written article.