Top 8 Reasons Seasonal Staffing Works

Many occasions require human resource teams to look outside the confines of traditional staffing to fulfill optimal productivity. Thanks to plenty of ingenuity in the employment staffing arena, there are unique and adaptable solutions for just about any need, such as seasonal staffing.

While many businesses frequently rely on temporary and contracting professionals to achieve short-term goals, seasonal staffing is another dynamic option that features a variety of reasons for businesses of every size to give it a try.

If you are trying to determine whether seasonal staffing would best serve your upcoming intermittent human resource needs, it may help to take a look at eight reasons seasonal staffing works so well.

1. Minimizes Disruptions Caused by Seasonal Peaks and Valleys
Different organizations experience seasonal peaks that would likely overwhelm their core staff – and further, hurt productivity and ultimately profits – without reaching out to experienced professionals that understand the limited terms of their engagement and role.

With such an arrangement, qualified seasonal employees can do anything from helping your accounting team finish year-end financials to taking customer service calls for back-to-school sales at the end of summer.

2. Helps Maintain the Organization’s Budget
Relying on the expertise of an experienced staffing placement agency that helps organizations find the right professional, at the right price, can keep your budget on track.

3. Allows Businesses to Have the Necessary Staffing Quickly and for a Specific Time Frame
If a business perhaps miscalculated staffing needs for the summer season or winter holidays, it may wonder how to fill the gap. With the help of staffing experts – that continually work to find new talent and cultivate those relationships – business owners can quickly expect results and that a seasonal staffer will arrive, as needed. Perhaps most importantly, seasonal employees understand that their work engagement begins and ends on employer-selected dates.

4. Provides Opportunities to Take on Special Projects Without Sacrificing Daily Tasks
There are plenty of special projects that come up that coincide with a seasonal uptick that need immediate attention. For instance, if you have a holiday marketing campaign that drives right into Christmas and New Year’s, you likely need extra hands and minds to see it through. In such cases, a seasonal employee can help you get the job done without overworking regular staff or sacrificing the project.

5. Fills the Gaps for Regular Staff Vacations
During the summer or winter holidays, it is not unusual for your regular employees to take time off for travel and family gatherings. With a reliable seasonal team member, you can give your employees the time they need without running a skeleton crew.

6. Gives Companies the Human Resources to Maintain a Competitive Edge
Seasons feature high-volume peaks for a reason, such as holiday sales numbers. Therefore, you need to make sure you have all hands-on deck to stay competitive. If you require more team members to fulfill orders to stay ahead of the competition for a short time, seasonal staffing is likely your best choice.

7. Allows Businesses To Keep a Good Reputation With Customers and Other Interested Parties
The chances are good that, if you have not filled key positions during seasonal rushes, your customers and other stakeholders will eventually notice. Situations like your accounting team failing to enter a payment over the holidays – resulting in a customer receiving late notices – can cost you a valued customer. The value of continuous coverage, customer satisfaction and brand protection outweigh the costs of seasonal staffing in the long run.

8. Offers Businesses Access to Skilled and Trained Employees
Chances are, you need someone for your seasonal position who is already reasonably up to speed in your industry.

Staffing professionals work with seasonal talent whose experience includes:

  • Marketing Assistants
  • Office Managers
  • Project Coordinators
  • Administrative Assistants
  • Data Analysts
  • Accounting Clerks

No matter what role you need to fill for a busy season, there are candidates who are ready to get to work.

Reach Out to a Staffing Agency That Can Find Employees for All Seasons
At Whitman Associates, we work with a talented pool of candidates ready to pitch in to keep your business on track for continuous success. Whether you need seasonal, temporary or contract staffing talent, we have someone who can help.

Call (202) 659-2111 or submit requests for temps, permanent placement or seasonal staffing by submitting our convenient staffing request form online.

An Unexpected Transformation: How To Move From Temp To Full-Time

In 2018, employers have greater access than ever before to an incredibly large pool of candidates. As a result, an increasing number of employers are embracing the luxury of taking their time to find the perfect new team member via hiring people on a temporary basis prior to offering permanent, full-time employment. While this may seem disappointing for those seeking full-time employment, that doesn’t have to be the case. As David Shindler, an employability specialist, explains: “It’s a two-way street, as employers can see how you perform and how you fit in. I know of people who have had jobs created for them as a result of the impact they have made.”

There are a few ways to cross the seemingly gaping divide between temp and full-fledged employee. Below we outline some important actions you can take to help make your dream job into a reality:

Approach Your Temp Job Like a Permanent Employee: This is a new twist on the old adage of “dress for the job you want, not the job you have.” As a temp, showing your enthusiasm and commitment by going the extra mile can make an excellent impression on the person you hope will become your future boss.

Do Your Homework. You may have finished school years ago, but a history lesson on your new organization can help you. The better you know the company, the more effectively you can find the areas where the organization can and should grow, take initiative, and become indispensable to the company’s operations during your short time there. Don’t hesitate to prove yourself an engaged, eager student, even in areas where you may not (yet) have any expertise.

Make Friends and Network. Go out to lunch, attend the organizational happy hours, and invite your new coworkers out to coffee. The more authentic relationships you can develop during your time as a temp, the greater the number of advocates you will have in your corner as you work towards a permanent position. Even if a position doesn’t open up where you temp, you never know where your old coworkers may end up!

Generate Value Via Your Fresh Perspective: Pursue both your own mission and assist others in achieving their own by taking advantage of your outsider perspective. Making suggestions will demonstrate that you don’t hesitate to take initiative and can add value to the company.

Patience is a Virtue (Especially for Temps). A week into your new gig is the wrong time to ask your new boss for a full-time job. Instead, ask what type of skillset and/or responsibilities they usually look for in permanent employees. Don’t state your interest verbally; try demonstrating it through your actions! The opportunity to discuss full-time employment will eventually come.

Social Media And Professional Networking: Two Peas In A Pod

It can be so easy to place one’s social media profiles into separate buckets. Use Facebook to connect with old classmates and family. Log onto Snapchat to send rapid-fire messages to close friends and Twitter to demonstrate one’s cleverness in 140 characters. Use LinkedIn to…network? “Networking is speaking to an individual in the hope of learning about them and potentially helping them…It’s about learning and helping,” according to Michael Goldberg, an author, networking expert, and adjunct professor at Rutgers University. But is it possible to successfully network via social media?

Of course it is! But knowing that’s the case is not as easy as actually taking steps to do so effectively. Below, we present four tips you should consider when trying to leverage your expansive social media presence into a job offer:

Manners (and grammar!) are critical

In a 2012 Jobvite social recruiting survey, 54 percent of respondents responded equally negatively to both spelling and grammatical errors on LinkedIn profiles and to provocative photos on Facebook profiles. While a polite affect and respectful countenance seem like second nature in the real world, such behavior can fall by the wayside online.

Don’t forget the “social” part of “social media”

Contacts on social media can be found in the unlikeliest of places, but only if you stay proactive! This means joining online groups; adding friends, former employers, and acquaintances; liking and/or commenting on others’ statuses; or even something as simple as sending someone a friendly “happy birthday” message. Such basic steps can help you secure a place in the back of someone’s mind; that way, when he or she hears about a job opening, he or she will think of you first!

Serve as a “connector” or “linker”

Karma is key! It might seem like a burden to help others when you’re dedicating so much time to seeking your own employment, but what goes around certainly comes around (especially on social media). Connecting a colleague with your contacts recruits yet another person to help you out with your own job search.

Think BIG

The Internet has changed the world by making it a much smaller place and leveling the playing field for interactions between people of all backgrounds; your dream contact or job is closer now than ever before! If you keep connecting, you never know who you will meet!

Building Authentic Relationships With Employees, And Why It Matters

Every business depends on fresh ideas and innovation to grow. Where does innovation come from, if not a team of dedicated, trusted employees? But trust and dedication aren’t built into the workplace. These qualities must be earned by every employer, and that’s only possible by building authentic relationships with the people who comprise your team.

To spur innovation, a business must foster a healthy, positive culture. In such cultures employees thrive, which in turn enables a business to thrive.

Here are steps you can take to build authentic employee relationships, and benefit from their unique insights and perspectives.

Be a leader who’s fair, honest and “present.”

Fairness is an essential element of a trusting relationship. Employees need to know that, regardless of your personal feelings about any given individual, you always strive to treat everyone fairly and equally.

Honesty is another key factor in authentic relationships. When you make a decision or commit to an action, be clear in explaining why such actions are needed. Follow through on every promise you make. Establish a reputation of walking the walk and talking the talk.

Also, in every interaction, be present. When you’re in a conversation with an employee, don’t scroll through your email or allow yourself to be distracted. Nothing is more important than communication, and that’s possible only if you’re actively engaged with the other person in the room — or addressing a roomful of employees.

Offer feedback and invite feedback from your team.

People want to contribute, but they may not always know how to go about it. Focused, constructive feedback gives employees the tools they need to become better at their jobs. It also establishes a relationship in which they feel free to offer ideas that can lead to innovations in product research and development.

At the same time, invite the team to provide feedback on how the business is run. In many cases, employees with first-hand customer experience may be positioned to offer unexpected suggestions on improving customer service, which translates into greater customer loyalty to your products or services.

Ask employees what they need to become better at what they do.

 All too often employees feel challenged by aspects of their jobs, but don’t have anyone to call for help. They don’t want to draw negative attention to themselves, even when they’re stymied by a bureaucratic obstacle or some other challenge.

Only by continuously asking employees how you can support their efforts can these obstacles be overcome. Take time to have one-on-one interactions with team members. Seek opportunities for substantial group discussions, revolving around a particular operational issue or opportunity.

When employees understand you’ve got their back, there’s really no limit on how much they can contribute to the business.

How Whitman Associates Can Help 

Whitman Associates offers a wide range of permanent, temporary and temp-to-hire office support personnel. With staffing options designed to fit each business’s specialized needs, we can “fast-track” your personnel needs and provide individuals — on a temporary or permanent basis — who are eager and ready to start work today. These individuals possess the talent and experience you need to create a thriving, innovative work environment.

Emergency and After Hours Contact Information

If you need to reach Whitman Associates outside of our normal business hours, which are 8am to 5pm, please call 202-659-2111, Ext. 15 and leave a message in Julie Lindgren’s voicemail or email Julie directly at


If you are unable to make it to your assignment or to an interview due to weather conditions, please call 202-659-2111, Ext. 15 and leave a message or email Julie at

For those on temporary assignments, please know that whatever policy your specific company has on delays or closings, that is what you should follow. If you do not know what the policy of the company is, please call Whitman Associates and we will get that information to you as quickly as possible. We ask that you both call AND email us to ensure that your message has reached us.


Policy Update

Due to the amount of training required for certain temporary assignments, our clients are requesting that our temps provide at least one week’s notice prior to leaving their assignment. This will allow Whitman to find a suitable replacement and have time to train them prior to your departure from an assignment.

Some assignments require more training than others, so if you cannot provide one full week’s notice, we ask that you provide at least three day’s notice. If you have any questions regarding this policy update or are not able to give any notice prior to leaving due to special circumstances, please call Julie or Lindsey at 202-659-2111.

Temp Evaluation Form

Whitman Associates would like to announce our new Temp Evaluation Form available online! If you have worked with one of our temps, we would greatly appreciate your feedback on the experience. We use this information to ensure that you are receiving the best possible service from us! Thank you, we look forward to hearing your thoughts, comments and suggestions!

You can access the survey here: Temp Evaluation Form

Working with Whitman

The National Association for the Specialty Food Trade held their Summer Fancy Food Show in DC this past weekend, and Whitman temps were there to help! With over 2,400 exhibitors presenting, the extra hands were greatly appreciated and the temps had a great time! They loved working at such a fun event and experiencing so many different foods from all over the world. If you’re interested in working with Whitman Associates for the opportunity to participate in exciting events like this, please email your resume to or visit us on FACEBOOK!

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