Recruitment process consulting for Mall facility managers: festival peaks and returning staff
A mall needs many extra guards, cleaners and parking staff for a few days each festival. Early hiring, and a list of those who did well last time, replaces the last-week scramble.
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Share your requirementsWhy recruitment process consulting matters in mall facility managers
Most malls hire for a peak in the final week. The duty manager phones vendors, asks regular staff for relatives and takes whoever can start tomorrow. The new hands meet the largest crowd of the year without knowing where the fire exits are or how the parking flows. Some leave after one shift. The mall repeats the whole exercise at the next festival.
A better process starts from the calendar. It lists each peak, estimates the extra roles needed, begins sourcing weeks ahead and keeps a list of those who worked well before. It tells candidates the dates, hours and pay honestly, briefs them at the building and pairs each with a regular. After the festival, it records who was good, who came from where and who is willing to return.
How to set it up
1. Turn the calendar into a hiring plan
For each festival or sale, list the extra guards, cleaners, parking staff and desk staff needed, with dates and hours. Begin sourcing at least a few weeks before.
2. Call the returning list first
Keep a list of every seasonal person, with a rating from the supervisor and contact details. Invite the best before advertising. Returning staff need little briefing.
3. Use more than one source
Combine returns, referrals from regular staff, local institutes, community contacts and vendors. Note the source of each hire to see which channel gives people who turn up and perform.
4. Be honest about the work
State the hours, late finish, standing time, pay and pay date. A person who knows what to expect is less likely to vanish after day one.
5. Brief and pair on the first day
A half-day at the building covering exits, crowd flow, help desk answers and who to call. Pair each newcomer with a regular for the first shifts. Close with a review and update the list. The onboarding process covers the briefing.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count how many of last year's seasonal staff you could call back today.
- Ask a supervisor how many seasonal staff left during the first weekend.
- Read your last advertisement and check whether it states hours and pay.
- Check which source gave the best seasonal staff last year.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
As early as the plan allows, ideally weeks ahead, so that briefing and pairing are possible. A hire made in the final days has no time to learn the building before the crowd arrives.
A mix is common. Vendors supply numbers quickly, direct hires give you more control and returning staff. Decide the split from the calendar and the cost, and brief both groups in the same way.
Confirm a few days ahead, state the terms clearly, pay on the promised date after a peak and keep in touch. People who were paid fairly last time come back. People who were not, tell others.