By Lynn Dixon

Did you know 38 percent of employers will finish their summer hiring by May? This means many quality candidates can be taken before you will get the chance to fill a position. In addition, since many of these jobs are temporary, part-time, or on an as-needed basis, it can be difficult to know where to find—and how to screen—possible candidates before it’s too late.

Fear not! You can hire a great workforce, even if they will only be around for the summer. You just have to go about hiring in a different way. Here are a few steps to follow:

1. Showcase your company
It’s important to offer valuable information to possible job candidates such as work requirements, alternate locations, key contact, company culture, associations, and links to your own website and social media pages. This helps them to understand your company, and why it would be a great place to spend their summer.

2. Seek out the right candidates
There are lots of online resources companies can use to get matched to the right hourly, temporary, part-time, or as needed employees. However, ask yourself if they are tailored to your needs—if they aren’t, you’ll likely end up with the wrong employees. Instead, seek out the right candidates by using resources which can provide you with the right fit the first time. That way, you won’t spend time digging through resumes; you’ll spend your time with quality hourly candidates.

3. Take it offline
Many workers do look for employment using offline resources, as well. The traditional bulletin board method isn’t dead! Use it to your advantage by creating custom “Help Wanted” signs or listing a job with instructions by way of a URL and QR code. By doing so, you merge past and present methods, while gaining the best possible chances at reaching potential workers.

4. Verify
It’s always important to verify who you’ll be working with. Many resources allow you to run a background check of ID Verification, or even offer “recommendation” options. These options can ensure that you’re aware of who you’re working with, give insight into their professional backgrounds, and help you to understand where to place them based on their work history.

As illustrated, hiring an hourly or temporary workforce this summer is a different process. However, when done right, you’ll end up with employees that can assist you now…and possibly in the future.

What do you think? What are some other steps to hiring hourly workers this summer?

Lynn Dixon is the co-founder and COO of, an employment network that quickly matches people who are interested in flexible positions with the right opportunities. Connect with Lynn and Hourly on Facebook, Twitter, and LinkedIn.