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3 Best Ways to Lock in Returning Seasonal Workers in 2022

Introduction

Approach One—Personal: Make direct contact with previous workers (by phone and email) and record yourself

Approach Two—Forms: Email job seekers links to provide information via “forms”

Approach Three—Campaign: Track and capture responses automatically using an email “campaign”

Conclusion


Introduction

Think you can't get your next season help locked in early enough? You're probably right. But what about last year's help? If they're available and willing, there's no reason to wait until the last minute to book them. In fact, by locking them in now you may be able to save yourself some money. So give them a call and see if they're interested in sticking around for another season. If they are then locking them in is as easy as sending them a link from PICMI. You may be surprised at how much easier it is to secure their services when you don't have to compete with all the other growers out there. Remember returning workers are not just from the previous season, they can skip a season (or two) and still return to the same company.


Hopefully, you’ve already read our previous post that explains the basis for what data to collect and that once you have that data, PICMI can easily sign up the workers locking them in.


In this post, we explain three different ways to contact the workers in order to lock them in. We have found with our customers that getting people months in advance is both possible and advantageous. The drop off rate when signing up early is low. So the only question remains with PICMI, which way do you want to contact returning to collect the information you need? Here’s our summary of three ways for locking returning seasonal workers in 2022.


Approach

Description

Pros

Cons

Personal

Phone/Email and record answers yourself


  • Simple


  • Time consuming

  • Error prone

Forms

​Email out to workers and fill in answers themselves in a form but follow up yourself


  • Easy to set up

  • Scalable



  • Hard to find out about people who don’t really want to respond

Campaign

Use a system to email, track and follow up workers to provide answers

  • Scalable

  • Gathers more data


  • Needs expertise


Approach One—Personal: Make direct contact with previous workers (by phone and email) and record yourself


This is the default method by most employers. Get out your list of workers from last year and start working through it contacting people. We all have different ways of knowing who to contact because there are some people you know you don’t want to contact. For now, we are focusing on the majority of people that you do want to return.


When contacting people, we need to record the information. Both the original list and the ongoing information is stored either paper-based, on our computer or in the cloud. It’s best these days that it is stored digitally because we can contact people digitally and that means we don’t have to enter information repetitively. For example, if we send out an email having all the email addresses in a digital list means we can copy-and-paste the addresses into the emailer and avoid errors and save time.


We use various spreadsheet systems (e.g. Google Sheets, Excel, Airtable) to record information. That means whether people email you responses or talk to you, you still have to get that information into your spreadsheet.

Personal

Pros

The cost of direct phone and email contact is minimal. In most cases, it is free to call or email someone. It only costs time, which is a valuable commodity. However, the time spent communicating with potential employees can be worth it in the long run. Setting up a basic list in a spreadsheet is now common practice.

Cons

The most serious issue is that your returning staff may be unreachable when you try to contact them. Returnees may or may not call you back depending on whether you leave a voice message or send a follow up text message. Obviously, all this tracking and following up is time consuming—particularly the time spent on people who don't want to come back. It's simple to overlook recording the valuable information of people who don't want to continue participating.

Looking for alternatives to Google Sheets or Excel, try this google search (https://www.google.com/search?q=free+alternatives+to+Google+Sheets+or+Excel)




Approach Two—Forms: Email job seekers links to provide information via “forms”


The second way focuses on getting the workers to enter the data rather than you. The main difference is that you set up a “form” that captures all the information into a spreadsheet. The workers use the form to enter data and you store the data separately in the spreadsheet (so that it remains private). This approach still requires you to have your email list ready but instead of calling everyone to talk to them, your goal is to send them a link to the spreadsheet.


There are three new tasks:

  1. Set up a form

  2. Send a link to the workers

  3. Review the data to see the progress



​Forms

Pros

The biggest win here is that workers do all the work and you can track progress when it suits you. The cost of sending out an email is low. Most people find setting up a system like Google Forms is easy to learn and fast to complete. It provides simple reporting. The data is stored in Google Sheets for further processing—so the data are no different from the first approach.

Cons

The most serious issue is following up people who don't respond and the time that it takes tracking that process. A minor problem you can find is people typing in their own email addresses incorrectly! And then there are people who genuinely need follow up that you still want. Finally, there is also a hidden problem of accidentally emailing people that is considered "spam" by not allowing people to opt out. Because it is from you personally rather than from a machine, this is an annoyance rather than a real business problem.

Looking for alternatives to Google Forms, try this google search (https://www.google.com/search?q=Alternatives+to+Google+Forms+free)


Approach Three—Campaign: Track and capture responses automatically using an email “campaign”


The last and best way we have found is to use an email campaign system that sends out a series of emails as reminders and follow ups. Usually we design four emails in total. The first three all prompt the worker to enter the information we require. Between each email is a delay (we can set these to days or weeks) that reminds the worker of a follow up. At any point, they can also decline or unsubscribe. All of this is recorded and you can see reports at any time. A final email is when there is no response at all from the worker. This is recorded too. At the end of this campaign, you have a full set of data knowing their positive, negative or lack of response against each worker.

Campaigns

Pros

With no extra effort, you can deal with 10s to 100s of people. Automatically track how long an email takes to get opened and responded to. The system includes follow-ups/reminders. It allows users to respond quickly and easily by simply pressing a button. Growers with fewer than 1000 people generally have a free plan.

Cons

The first time you set up the campaign, it takes a little longer and is more difficult. It may be reused, but it needs some effort in the beginning. It isn’t as personal as talking but there should be plenty of time for that once they are onboard.

Looking for Email Campaign systems, try this google search (https://www.google.com/search?q=MailerLite+alternatives)


Conclusion

Returning seasonal workers can be a great asset to your business, but it's important to make sure you're recruiting and retaining them in the most cost-effective way possible. We've outlined some of the pros and cons of different methods for doing so, and we hope you find one that works best for you.


PICMI perfectly fits with locking in those workers. First, it enables you to export details on your previous workers into an email campaign or direct campaign (eg. phone calls). Once you have contacted your workers, PICMI enables you to send a large volume of email invites to sign up returning workers. Finally, it allows you to track who has accepted and how many vacancies are remaining.


Good luck, and let us know if we can help!