1. Start on time (but also be ready for last-minute)
- Start recruitment at least 4-6 weeks before the peak. This gives time for selection, contracts and short training sessions.
- Always keep a backup pool ready for last-minute demand: flex workers who can be deployed at short notice.
2. Make roles attractive and clear
- Write short, clear job descriptions: tasks, hours, parts of the day, start dates and expected duration .
- State what skills are really needed versus what will be taught on-the-job. This increases the candidate pool.
- State fringe benefits: meal vouchers, end-of-year bonus opportunities, travel allowance, flexible scheduling options.
3. Use multiple recruitment channels
- Use local staffing partners for speed and quality. They have a pool of readily available candidates.
- Use social media and local groups (Facebook, Instagram, LinkedIn) with concrete calls.
- Activate employee-to-employees: a good reference campaign with a small bonus works quickly.
- Place short, clear ads in neighbourhood communities or student platforms.
4. Work with short selection and onboarding moments
- Plan short introductory interviews and small trial shifts. A trial shift often says more than a long CV search.
- Provide a concise onboarding package: one page with tasks, safety points and who is the point of contact. This ensures quick employability and fewer mistakes.
5. Be flexible in contract form and hours
- Use temporary contracts, flexi-jobs or on-call contracts appropriate to the needs of your sector and candidate profile.
- Examine flexible dayparts and block schedules to attract more candidates (e.g. students available only evenings/weekends).
6. Communicate clearly on pay and entitlements
- Be transparent about hourly wages, allowances (evening, weekend, holiday) and any additional allowances.
- Explain what administrative steps the candidate has to go through (proof of identity, bank details, contract signature).
- Make sure shift supervisors know how to answer questions about pay and allowances.
7. Invest in brief training and clear supervision
- Give new recruits a short, practical training of 30-60 minutes: routines, customer approach, safety rules.
- Designate a point of contact per shift so that new employees can quickly ask questions and get feedback.
8. Create motivation to come back
- Give good first experiences: clear start time, welcome note, first shift with a regular buddy.
- Reward commitment with extra hours when working well, flexible schedules or a small Christmas bonus - this increases retention.
- Request feedback after the first week and show that you use it to improve processes.
9. Plan logistics & welfare
- Think about break rotations, food and warm rest areas during cold outdoor shifts. Taking good care of employees pays off in productivity.
- Have safety scenarios ready for busy moments (evacuation, first aid, fire prevention).
10. Organise your planning efficiently
- Use simple scheduling software or shared spreadsheets with clear shift labels and replacement arrangements.
- Please ask employees to communicate availability as early as possible and keep a visible pool of standby people.
Checklist for quick implementation
- Recruit 4-6 weeks before peak + backup pool
- Clear job descriptions and hourly conditions
- Multiple recruitment channels + referral programme
- Trial shift + 30-60 min onboarding
- Transparent pay and contact per shift
- Retention incentive: bonus or priority in subsequent campaigns
- Planning systems and welfare measures
Why cooperate with TRIXXO?
TRIXXO combines local market knowledge with eXXpertise in fast, reliable matchings. We take recruitment, selection and payroll off your hands so you can concentrate on operational work. We ensure transparent contracts, compliance with remuneration rules and a human approach towards candidates - creating capacity without stress.