5 Tips For Hiring The Best Summer Help For Your Business

May 11 | , , , , , , ,


Summer is when most people want to take a break from the routine and spend time enjoying warm weather activities. Hiring seasonal help for your healthcare practice can alleviate those workforce shortages left by staff members who may be taking some well-deserved vacation time. Even if it’s a short-term arrangement, you’ll want to be sure to hire the best summer help for your business. There are a few considerations to make including the type of summer help to hire, how you’ll find the best candidates, how to train them quickly and efficiently, and how much to pay them.

Here are 5 tips for hiring the best summer help:

1. Determine Company Culture Fit – Take the time to really think about the ideal type of candidate for your business. Just because this position is temporary doesn’t mean that hiring just anyone will work out. You’ll want to make sure that the person who fills this job will represent your business in the same way your permanent employees do. Is your ideal seasonal job seeker a high school or college student interested in summer work; or a recent college graduate looking for experience; or a retired person looking for additional income?

2. Job Descriptions – How old is your summer help job description? If it’s more than a year or two old, consider revising it. Job descriptions can be the basis for advertising and recruitment. At the very minimum, make sure to include the following elements in the job description:

  • Immediate supervisor – to whom this person will report to. It may be an office manager, department supervisor or an owner.
  • Job responsibilities and duties – clearly define the expectations and essential functions of the job including specific duties, technical responsibilities, communication skills, etc. Nonessential functions can be described in an “additional responsibilities” section if needed.
  • Required skills – make a detailed list of the necessary required skills needed to perform the job. This could include computer skills (indicate specifically the skills required), customer service skills, writing skills, front office or telephone skills, or physical requirements such as lifting or pushing.
  • Hours/Days the employee will be required to work – Outline any specific hours, days or shifts that the employee will be required to work.
  • Education and Experience – List the minimal and the preferred qualifications of education and experience. Also include any certifications or licenses that are required to adequately perform the job.
  • Affirmative Action plan/equal employer opportunity statement – is a statement of compliance with the federal anti-discrimination laws that require employers to inform employees of their right to be free from workplace discrimination and retaliation.

3. Decide where to advertise the open position – depending upon the type of summer position will largely determine where you advertise the opening. If your website has a “careers” section, make sure to post it there. When posting on social media include a link to your website careers page. If your business is in a community with a lot of foot traffic, consider posting the open position in a visible window in your office.

Contact local school guidance departments and ask if they have a list of students looking for summer work.

Consider traditional job boards to advertise your open position. Additionally, Facebook recently rolled out a hiring tool that gives employers the ability to post jobs on their platform. This recruiting tool would be best used for recruiting local candidates.

4. Compensation – Determine the compensation you will pay your summer employee. Keep in mind that when the economy is strong, competing to find the best employees increases and can often come down to the amount of compensation an employer is willing to pay.

Be sure to check state and federal hiring laws to determine what the minimal amount of compensation you will be required to pay.

When determining a competitive rate of pay, ask colleagues in your field what they are paying their summer help. There are online salary tools that can give you a ballpark figure on what the going pay rates are in your city and state.

5. Training – Last but certainly not least is employee training. Even though your new hire may be temporary, it’s important to invest the time and resources to properly train them in their new role. Proper training will help ensure consistency in workflow.

Take the time to develop a training program that you can use for your new hire and future hires, whether they’re seasonal or full time.

By following these tips, and with a little planning, hiring help for the summer should be a streamlined and rewarding experience.


This article is brought to you by PREFERRED Therapy Providers Inc. PREFERRED is the nation’s leading payor management services network. Our expertise is working with physical, occupational and speech therapy practices – from single clinics to multiple clinic locations.