Temp Staffing Solutions

With turnover rates soaring above 70% and occupancy fluctuating from as low as 𝟯𝟬% 𝘁𝗼 𝗼𝘃𝗲𝗿 𝟵𝟬%, how can we maintain high service quality without breaking the bank? The reality is that many hotels are caught in a tough spot. During busy seasons, we need more hands on deck to ensure our guests receive the top-notch service they expect. Yet, during quieter times, the pressure to cut costs can lead to understaffing, which ultimately impacts guest satisfaction and employee morale. So, what’s the solution? Here are some strategies that can help us handle this complex landscape: 𝟭. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗦𝘁𝗮𝗳𝗳𝗶𝗻𝗴 𝗠𝗼𝗱𝗲𝗹𝘀: Cross-training employees can be a game-changer! By equipping our staff with multiple skill sets, we can adapt quickly to changing demands without hiring additional full-time employees. Plus, hiring part-time workers during peak seasons allows us to scale up without long-term commitments. 𝟮. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆: Workforce management software can help us forecast demand based on historical data. This means smarter scheduling and better alignment of staff with occupancy levels. Automated systems can optimize shift assignments in real-time - no more guesswork! 𝟯. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Retaining talent is crucial in this industry. Offering training programs not only enhances skills but also fosters loyalty among staff. A positive work culture where employees feel valued and heard can significantly reduce turnover rates. 𝟰. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁𝗹𝘆 𝘄𝗶𝘁𝗵 𝗚𝘂𝗲𝘀𝘁𝘀: Setting realistic expectations is key! By being upfront about potential service limitations during busy periods, we can manage guest satisfaction more effectively. Plus, collecting feedback helps us identify areas for improvement before they become issues. P.S. What strategies have you found effective in balancing staffing needs with budget constraints? How do you ensure service quality during peak and off-peak times?

Is It Time to Bring Back the Baylor Plan? Many newer nurses may have never heard of the Baylor Plan, but it was once one of the most successful staffing innovations in healthcare. Developed in the 1980s at Baylor University Medical Center, the Baylor Plan was designed to address chronic weekend staffing shortages. Nurses agreed to work weekends—typically two 16 hour shifts on Saturday and Sunday—and in return received enhanced compensation, often equivalent to a full-time position with benefits. The program helped hospitals fill difficult-to-staff shifts, improved retention, and provided a stable workforce during times of high demand. Fast forward to today. Healthcare organizations continue to struggle with staffing shortages, burnout, seasonal surges, and increasing patient acuity. Maybe it’s time to revisit an old idea that worked. What if hospitals implemented a temporary Baylor-style program during: ▪️ Influenza and respiratory virus season ▪️ Summer tourism surges ▪️ Periods of high patient acuity ▪️ Critical staffing shortages ▪️ Emergency Department overcrowding ▪️ Extended inpatient boarding crises A temporary Baylor Plan could provide meaningful incentives for experienced nurses willing to commit to additional weekend coverage when hospitals need them most. Potential benefits include: ✅ Improved staffing stability ✅ Reduced dependence on travelers and agency staff ✅ Better patient flow and throughput ✅ Increased morale among bedside teams ✅ Lower overtime burden on existing staff ✅ Improved retention of experienced nurses One of the greatest advantages may be morale. Frontline staff understand that healthcare is unpredictable. Surges happen. Influenza season arrives every year. Staffing vacancies don’t appear overnight. When leaders proactively invest in staffing solutions instead of simply asking existing teams to absorb more work, it sends a powerful message that bedside expertise is valued. The Baylor Plan wasn’t perfect, and cost was one reason many organizations moved away from it. But in today’s environment, where hospitals spend significant resources on overtime, agency contracts, recruitment, and turnover, it may be worth asking whether the economics have changed. Perhaps the Baylor Plan doesn’t need to return permanently. But as a seasonal staffing strategy during predictable periods of increased demand, it may be exactly the kind of creative thinking healthcare needs. Have you ever worked under a Baylor Plan or Weekend Option Program? Would you sign up for one during peak seasons if the incentives were right? #Nursing #EmergencyNursing #NurseStaffing #HealthcareLeadership #BedsideNursing #NurseRetention #HospitalOperations #EmergencyDepartment #HealthcareWorkforce #NursingInnovation

After this summer, I’m convinced every school-based HR and talent team needs to rethink their staffing. Every talent leader I know is limping into this school year exhausted. I’ve been thinking a lot about what would make this work more sustainable (besides all the obvious—more money for more people). Five staffing changes come to mind: 1)   Staff up for the season: Budget for temps, interns, or contractors from May – August. Much of the administrative work can be taught quickly to short-term staff. Depending on your budget and structure, it might even be worth trading one FTE for three extra people during the summer. 2)    Create a Utility Player role: Other industries do this with entry-level employees on rotation schedules. Imagine a Talent/HR residency where an individual spends January – April in recruitment, then May – August supporting onboarding, and then September – December supporting talent development or working on a special project like compensation planning. 3)   Hire Fractional: If you have a leadership gap, bring in a fractional Chief People Officer, HR Director, or Talent Partner a few hours or days a week (hi!). You get executive-level strategy, structure, and coaching to the team you already have in place without carrying a year-round executive-level salary. 4)   Borrow Internal Talent: Districts often deploy central office staff to schools on critical days to serve in roles like testing monitor or dismissal support. Rarely do we provide the same help to district teams drowning in work. What if a few folks from other teams pitched in for a day to knock out scanning, data audits, interview packet prep, or prepping new staff orientation? 5) Automate More: Much of the summer work is tedious, but is also easy to automate. With the right tech and SOPs, offers, onboarding, and offboarding processes should run smoothly. If your systems slowed you down this year, hire a consultant (hi!) to build better workflows before next summer.

"Sanjay, we need to hit 60 campuses this season, and we simply can't spare the manpower. What do we do?" These were the words of our client who was facing a seasonal staffing dilemma. Their busiest time of the year, the September to December campus recruitment season, was approaching, and they were stretched thin. This was more than just filling positions; it was about maintaining momentum in their core business without missing out on top talent from engineering and management schools. Their usual approach required several key staff members to travel extensively, which was now impractical. After listening to their concerns, I knew we had to think outside the box. "What if you didn't have to send your entire team? What if we could create a hybrid team with just one of your staff and two expert freelancers for each trip?" I suggested, watching their reactions. They paused, considering the possibility. "But can freelancers represent our company effectively?" "That’s the beauty of it," I responded. "These freelancers will not be just fill-ins; we’ll find seasoned professionals skilled at evaluating for cultural fit and potential—just what you need for fresh talent." We decided to give it a go, and the results spoke volumes. While the internal team stayed focused on their essential duties, the freelancers efficiently managed the recruitment, skillfully selecting candidates who were talented and a great cultural fit for the company. This strategy didn't just solve the immediate problem; it opened a new way to navigate your staffing issues and resource allocation during peak times. For me, it’s a reminder of how flexible thinking and a willingness to adapt can transform a potential crisis into a season of growth and learning. Have you ever needed to rethink a 'usual' way of doing things? Always looking to hear from others who have navigated similar waters. #seasonalstaffing #recruiting #leadership #hrstrategy

Budget planning season is upon us (or knocking at the door)! If you’re on a Jan-Dec fiscal calendar, you may have already given your plan a first pass. And as you dive into the numbers, I’m here with a friendly reminder that budget + headcount constraints don’t have to get in the way of you executing your strategy. Instead, it might be a great time to consider a more flexible staffing model that combines your internal team with external talent, like contractors/freelancers. This might be… 👉🏾 For short-term or time-bound initiatives—like an acquisition/integration, transformation project, or employee culture campaign—freelancers with the right expertise can deliver high-quality work without the long-term commitment. 👉🏾 During busy seasons or when workload spikes to help you manage the increased demand without the cost and commitment of adding permanent staff. 👉🏾 When an employee leaves temporarily (e.g., parental or medical leave) to keep operations on track without overloading the rest of the team. 👉🏾 When an employee leaves unexpectedly and you’re hesitant to bring on the overhead costs of a full-time hire. I’d venture to say that nobody likes cutting cost; however, the reality is that most leaders are trying to find ways to be more cost efficient and/or cost-effective. I don’t make the rules, I just want to see you win and deliver strong results despite the stuff that’s out of your control. #staffsmarter #corporatecommunications #successreimagined

Very often, economic and other compulsions force organizations to recruit temporary or contractual employees. The short-term nature of employment, the difference in policies, benefits, rewards etc. sometimes interfere with such employees performing to their maximum potential. Quite a ‘Catch-22’ situation, isn’t it?! How do we as HR leaders use a balanced approach to effectively manage temporary or contractual staff, and ensure that they feel valued and engaged? Here are a few points worth reflecting on:  ➡️ Inclusive Onboarding & Integration: Offer experience, similar to permanent employees, including introductions to the team, company values, and culture. ➡️ Role & Purpose: Communicate their roles & responsibilities clearly and convey the criticality of their role in the entire system, this will help to get them aligned with the larger purpose. ➡️ Sense of Belongingness: Involve them in team meetings and social events, to give them the feeling of being part of the whole. ➡️ Creativity & Problem Solving: If possible, empower them to take ownership of projects or tasks, come up with innovative ideas, resolve problems – thus, promoting diversity of thought, and increasing their engagement levels. ➡️ Recognition & Feedback: Acknowledge and celebrate their contribution and achievements. ➡️ Feedback & Growth Opportunity: Provide constructive feedback, access to learning tools, and mentor them to grow and improve their capabilities. ➡️ Open Communication: Schedule frequent check-ins and one-on-one meetings to stay abreast of their progress, address concerns, and discuss any challenges that they may be facing. ➡️ Transparency: This is a mist especially about the possibility of future opportunities, whether for extending contracts or transitioning to a permanent role (if possible). Having an inclusive approach is especially critical when the staff members are involved in client-facing kind-of roles – they need to imbibe the culture and values of the organization, in order to ‘speak the language’ of the organization. By treating temporary or contractual employees as an integral part of the team, and investing in their overall growth and experience, organizations can boost their morale, productivity, creativity, and in turn, benefit from enhanced profitability and customer satisfaction. What has been your experience in this regard? #TemporaryStaff #Inclusivity #OrganisationCulture #EmployeeEngagement

Holiday Security in Workday Managing temporary access for seasonal employees while ensuring compliance and safeguarding sensitive data. Your retail organization hires seasonal workers for the holidays to handle the increased workload. These employees need: ->Access to specific business processes, like inventory management or payroll entry. ->Permissions that align with their role while preventing access to sensitive employee data. ->A quick, seamless onboarding process to minimize setup delays. How can Workday HCM’s Security Platform and Security Groups simplify this process? 1. Leverage Role-Based Security Groups ->Create Role-Based Security Groups (RBSGs) tailored for seasonal employees. ->Assign roles like "Seasonal Payroll Assistant" or "Seasonal Inventory Manager." ->Restrict access to only the tasks they need, such as submitting inventory updates or viewing pay slip summaries. ->Map these roles to the appropriate Supervisory Organizations. Example: A "Seasonal Payroll Assistant" can access time entry data but is restricted from viewing compensation history. 2. Use Temporary Security Groups for Fixed Duration Access With Workday’s Effective-Dated Security Changes, you can schedule security group membership: ->Grant access to seasonal workers starting December 1. ->Automatically revoke access on January 15, eliminating the risk of lingering permissions. ->This feature ensures compliance with minimal administrative overhead. 3. Advanced Security Groups for Complex Needs For organizations with operations across multiple geographies, use ->Advanced Security Groups: ->Dynamically assign access based on conditions like location or cost center. Example: A seasonal worker in New York accesses only the "East Coast Payroll" domain, ensuring no data overlap with other regions. 4. Audit and Monitor Security Configurations ->The Configurable Security Audit Tool in Workday is invaluable during the holidays. ->Use it to validate that no unintended access overlaps exist between seasonal and permanent employees. 5. Reporting and Delegations ->Combine Configurable Security with Workday’s Custom Reporting and Delegations for a comprehensive approach: ->Create reports highlighting active security group memberships during the holiday period. ->Use delegation to temporarily assign critical tasks to other employees when full-time staff are on leave. Pro Tip: Dynamic Access with Security Reports ->Workday allows you to set conditional security reports based on inactivity thresholds. ->For instance, you can configure a report to flag seasonal workers who haven’t logged in for 7 days. Automate these reports to notify admins, allowing you to deactivate idle accounts promptly and further secure your tenant. 🎅 Wishing you a secure and joyful holiday season! 🎄 #workdayhcm #configurablesecurity #advancedsecuritygroups #workdaytips #hrtech #holidayseason

The seasonal hiring playbook for 2025 is shifting hard. Based on what we're seeing within our retail and staffing customers, seasonal hiring will be leaner and faster in 2025. According to Challenger, Gray & Christmas, Q4 2025 retail hiring is projected under 500,000 jobs — the lowest since 2009. That’s an ~8% drop versus last year. Many retailers are already quiet. If you run frontline hiring, your plan needs a refresh. The windows are getting shorter and more local. Here’s how I’d adjust: Expect fewer, faster-moving reqs. Pre-build talent pools and set SLAs so application to screen happens same day. Use rapid screening tools. AI-assisted chatbot prescreens, Voice screens, Pre-recorded video, and micro-assessments are becoming table stakes. Go hyperlocal. Run geo-targeted ads and SMS by site (QR codes, text-to-apply). Postal and logistics demand will spike zip by zip. Lean on short, local events. Weekend or pop-up hiring days beat long posting cycles for volume roles. Flex your existing workforce first. Activate on-demand employees, alumni, and contingent pools before you mass hire. Protect compliance as you speed up. Audit privacy, bias, and transparency any time you compress steps or add automation. How I’d measure success: time to interview and starts, show rates, first-30-day attrition, and fill time by location. If you want my one-page seasonal playbook template, DM me and I’ll share it. #SeasonalHiring #Recruiting #TA #FrontlineHiring #HRTech #AI #Compliance

Managing hotel operations efficiently during peak seasons requires proactive planning, staff optimization, and a focus on guest experience. Here are the best strategies to ensure smooth service and high guest satisfaction: ⸻ 1. Optimize Staffing and Scheduling • Hire seasonal staff in advance: Begin recruiting early and ensure they are well-trained before peak season begins. • Use flexible scheduling: Utilize part-time and on-call staff to handle unpredictable surges in occupancy. • Cross-train employees: Staff who can handle multiple roles (front desk, concierge, housekeeping) improve operational flexibility. • Leverage workforce management software: Automate shift planning and avoid over- or understaffing. ⸻ 2. Streamline Check-in and Check-out Processes • Implement mobile check-in/out: Reduce front desk congestion using apps or kiosks. • Offer express check-out: Encourage online payments or drop-box options. • Pre-assign rooms: Prepare room keys and room assignments in advance for expected arrivals. ⸻ 3. Enhance Communication and Coordination • Daily briefings: Align teams on priorities, VIP arrivals, and special requests. • Use internal communication tools: Real-time platforms (like Slack or hotel-specific apps) help departments coordinate quickly. • Centralize guest requests: Avoid delays by using guest management systems to track requests across departments. ⸻ 4. Maintain Housekeeping Efficiency • Adopt predictive cleaning schedules: Use occupancy data to prioritize which rooms to service first. • Use checklists and automation tools: Ensure no detail is missed even when workloads are heavy. • Outsource laundry or deep cleaning: Free up internal staff for high-turnover tasks. ⸻ 5. Leverage Technology and Automation • Property Management Systems (PMS): Integrate reservations, housekeeping, and billing in one platform. • AI-driven demand forecasting: Adjust room rates and staffing based on accurate occupancy predictions. • Smart room technology: Reduce maintenance calls by monitoring energy usage and equipment health. ⸻ 6. Focus on Guest Experience • Personalize interactions: Use guest profiles to anticipate preferences. • Proactive communication: Inform guests about peak hours, delays, or special amenities via text/email. • Offer small amenities for delays: Complimentary drinks or early check-in incentives maintain satisfaction. ⸻ 7. Strengthen Inventory and Vendor Management • Stock essential supplies early: Avoid shortages on linens, toiletries, and F&B items. • Negotiate flexible vendor arrangements: Ensure faster deliveries when demand spikes. • Track real-time inventory: Avoid last-minute procurement issues. ⸻ 8. Plan for Contingencies • Prepare for equipment failures: Keep backup systems (generators, Wi-Fi solutions, key card encoders). • Establish an overflow plan: Partner with nearby hotels for walk-over guests.

A few months ago, I was asked by a hospitality group in Riyadh to evaluate their seasonal staffing approach across multiple restaurants and advise on ways to improve attraction, training, and retention. This assignment quickly uncovered something deeper ,the hidden costs that seasonal operations quietly absorb every year. The first and most visible cost was the financial cost.The rush to hire before peak season meant onboarding too early, paying for housing, food, and transportation weeks before actual deployment. Then came the second wave, replacing those who left mid-season due to burnout or poor fit. Recruitment fees, uniform costs, visa renewals ,all repeating in a matter of weeks. But beyond the numbers, there was the cost of inconsistency. When staff turnover peaks mid-season, guest experience suffers. Managers shift from leading to firefighting, and service quality becomes reactive rather than refined. Finally, there’s the cultural cost, when seasonal employees are treated as temporary, they rarely engage, learn, or identify with the brand. And yet, these are often the people who shape a guest’s first impression. My task was to assess these gaps and design a 90-day framework that connects short-term performance with long-term culture. The plan focuses on aligning recruitment timing with actual business peaks, building fast-track onboarding programs that fit seasonal timelines, and creating recognition touchpoints that make even short-term employees feel valued. The goal isn’t just to cut cost, it’s to convert seasonal staffing from an operational expense into a cultural investment. Because in hospitality, the real cost of high turnover isn’t what you see on the balance sheet, it’s what you lose in consistency, morale, and guest trust. #HospitalityHR #SeasonalStaffing #WorkforcePlanning #TalentRetention #Leadership #HRStrategy #FandB