Summer is just around the corner—and seasonal hiring efforts have been in full swing. With an already tight labor market and a time crunch to bolster their talent pool, businesses in the hospitality, travel, and leisure sectors are scrambling to fill open roles. What can your company expect if it relies on getting more seasonal workers in the door? We’re breaking down three trends impacting seasonal hiring this summer so you can set yourself up for success.
Tourism prepares for a comeback
Compared with last summer, more people are expected to travel as the country attempts to put COVID-19 in the rearview. It’s a trend that’s been coined “revenge travel”—people making up for lost time they experienced during the pandemic with an increased desire to travel this year..
A recent survey from vacation rental platform Vacasa found 63 percent of Americans plan to travel this summer, with destinations near the water or by national parks being the most popular. It also found that three out of four travelers are going to stick to domestic travel this year, meaning the U.S. hospitality industry will need to up its hiring efforts dramatically to accommodate more travelers. That also means even more competition across travel and hospitality industries for talent.
Shifting trends in teen labor
Many hospitality-based companies rely on a pool of younger talent—typically high school or college students—to fill summer positions. But in 2021, teen employment with summer jobs dropped 41% from the year before, marking the largest year-over-year decrease since the summer of 1998.
Coming out of the past few years of isolation, many young adults are weighing the benefits of holding a summer job with the strain it would take on their mental health. And with the cost of gas soaring from inflation, some are deciding that a company’s wages may not even be worth the transportation costs of getting to and from work. Going the extra mile to make sure teens feel supported in their role—both mentally and financially—is one strategy you can use to attract more talent.
Another play you can make: boosting flexibility. A recent survey found that 55% of workers would prefer flexible hours at least part of the time. This may be trickier with part-time or seasonal work, but as much as your company can allow, providing young workers with more flexibility over scheduling may help win them over.
Workers demand faster payments
Today’s workers have more bargaining power than ever before. This is true for both seasonal and year-round hires, and it spans both W-2 and 1099 workers, too. Everyone is concerned with increasing cash flow, regardless of industry.
Offering higher wages is one way to boost cash flow for your workforce. But if you’re looking for a sustainable way to help, changing the pace of pay can also be a compelling benefit.
Data from this year’s Branch x Marqeta Gig Payments Report found that roughly 80 percent of workers were likely to choose one gig platform over another if it could pay them instantly without fees. Plus, nearly 70 percent preferred to receive their pay within the same day they work.
With seasonal workers, this is even more crucial. Advertising that you can pay people day 1 is an attractive benefit that can quickly get more new hires in the door. With Branch, you can deliver faster pay to workers through our suite of fee-free financial tools such as earned wage access, instant tips and mileage reimbursements, and instant contractor payments after each job. Click below to learn more about how our solutions can help you attract more seasonal hires and stay thriving year-round.