During the summer months, many employers are looking for summer talent in the form of seasonal employees and interns. This process can turn out to be more complicated than many potential employers anticipate. This complication often stems from potential legal issues. In order to simplify the process, some of the possible challenges to employers have been explained bellow. This guide can also help potential employees understand the hiring and recruitment process that they are entering.
The Fair Labor Standards Act is the first thing to consider for employers looking to hire summer talent. This act deals with minimum wage, overtime pay, and youth employment. Considering this set of laws is most important for businesses interested in hiring summer interns or minors. More information about the specific guidelines set out for employers can be found here.
Social media is an important tool in the hands of both employers and employees. From the employers standpoint, social media is an effective tool for reaching potential summer talent. Many companies are not using social media effectively in terms of recruitment. It is not enough for a company to have an online presence, instead, they should regularly update their accounts and ensure that they reach a large audience. From the perspective of potential summer talent, social media is important to consider when looking for employment. The most important thing to remember is that potential employers can and often will perform a brief check of a potential hire’s online presence. Inappropriate content can sometimes result in a lost opportunity.
Employment classifications are vital for employers to understand before they bring on any summer talent. Many times employers can be confused about the specific classification methods used to determine if a summer employee can be considered an independent contractor. Other classifications include whether or not the summer talent can be exempted from minimum wage or overtime compensation.
Minors in the workplace can sometimes offer some confusion for employers. Minors are often a very willing and available demographic where summer employment is concerned. This fact makes knowing the regulations regarding minors of great importance for potential employers. Laws concerning minors vary from state to state, but often times there are limitations on how many hours a minor can work and what kind of documentation is required to hire them in the first place.
These guidelines are important to consider when looking for summer talent. Make sure to review them with your team before making any final decisions where summer talent is concerned!
Source: HR Dive
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