4 Signs Your Summer Employees Should Become Full-Time Employees

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Found great summer help? Read on to see if you should keep those workers around as non-seasonal staff. 

One of the biggest challenges you might face as a small business owner is being able to hire staff for your company. Last August, a good 49% of all small business owners reported having job openings they could not fill, according to the National Federation of Independent Business. And as workers increasingly venture into the gig economy due to the flexibility it’s known to offer, it could become even more difficult to find full-time hires.

That’s why it could be a good idea to think about extending a full-time offer to some of the employees you’ve hired on a temporary basis to deal with the summer rush. Here are a few signs that you’ve found temporary workers who are really worth hanging onto.

1. They’re consistently punctual

Showing up to work on time on a regular basis is something you might expect from your employees — but it isn’t a given. So if you have summertime workers who arrive on time every day, that alone is a reason to consider longer-term employment. You want people on your team who follow the rules you set and respect you as a boss. And showing up on time is an indication that they do just that.

2. They’re able to go with the flow

Just as small business owners are often forced to wear many different hats, sometimes, small business employees have to do the same. If you have temporary workers who seem amenable to jumping in on new tasks or who are adaptable to things like changes in work schedules, that’s a good reason to consider a long-term working relationship.

3. They seem eager to learn

Some summertime workers show up to their jobs and coast by, doing the bare minimum. In many cases, the only thing these workers are looking for is a paycheck they can put in the bank before they resume their regular lives. But if you have temporary workers on your team who really seem interested in learning the ins and outs of the business and developing different skills, then those are people worth keeping around.

4. They’re just plain good at what they do

You might end up hiring summertime workers who naturally excel at the roles they’re placed in. And if you spot natural talent, it’s important to do what you can to retain it. That could mean offering a sign-on bonus to workers who opt to stay past their summer stint. Or, you might offer other benefits, like tuition reimbursement for those workers who are still pursuing a degree, to entice them to stick with your company once the summer wraps up.

These days, it’s far from easy to find good workers. So if any of these factors apply to your summertime hires, you may want to consider making them a longer-term offer. That could mean adjusting your company’s budget to accommodate their full-time salaries. But if you can swing the cost, it could do a world of good for your business to have a solid team at your disposal.

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