The festive season is almost upon us, and for some industries that means one thing; brace yourself for the casual recruitment rush.

While other businesses will be wrapping up for the year, businesses in the retail, hospitality and recreation sectors will be ramping up for summer and bringing in casual employees to manage demand.

In this guide, we’ll unpack the best practices when it comes to hiring casual employees to help you stay compliant, onboard your new hires, get your team motivated from the word go and keep the admin levels low while you do it all. To get a head start, explore our comprehensive Onboarding and Induction Guide for Casual Employees which details the best practices for onboarding casual staff. We’ll even share how you can streamline casual onboarding next time the silly season rolls around.

Effective seasonal hiring takes savvy planning and a proactive approach. For more insights, read our guide on How to Recruit and Retain the Best Talent During Peak Seasons.

Our guide includes:

• The benefits of casual employment
• Your legal obligations as an employer
• How and where to find the right talent
• Ways to streamline the onboarding process
• How to reduce admin through HR software

We’ve also included a job description template and an onboarding checklist, so you have everything you need to bring your casual employees into the fold.

Disclaimer: The information in this article is relevant as at 29 November 2024, and has been prepared by Employment Hero Pty Ltd ABN (11 160 047 709) (Employment Hero). 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. Employment Hero 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 article.