How to run the first round
Ask for exact dates. The date they can start, the date they can work until, and the specific days in the period they cannot work.
Ask about dates, not beliefs. Ask which days they are unavailable, not which festival they celebrate. The roster needs dates, and the same question applies equally to every applicant.
State the end date up front. Say whether the job ends on a fixed date or could continue, and ask whether they would want it to.
Start before other employers do. Open the first round well before the peak and keep it open. Applicants who can start early are rarely still looking once every outlet has posted.
First-round questions to ask
“The role runs from [start date] to [end date]. Can you work the whole period?”
Why ask it. A temporary hire who leaves halfway through can be worse than none.
“Are there any days between those dates that you cannot work?”
Why ask it. It brings out family and festive commitments without asking anyone about religion.
“Can you work the busiest days, such as the weekend before the festival?”
Why ask it. Those are the days the role exists for.
“How soon could you start?”
Why ask it. In a short window, a start date a week later can mean missing much of the season.
“Would you want to stay on after the season if a place opened up?”
Why ask it. Seasonal staff who want to stay are a ready shortlist for permanent roles.
Running it with Agentic Blue
Agentic Blue is an applicant tracking system. Applications arrive by themselves from Jobstreet application emails and the job’s own apply page, or as CVs you upload, in one list. AI reads every CV against the job’s must-haves and shows the CV line behind each one, the shortlist goes to the hiring manager as one link they answer, and everyone who applied stays in your talent pool for the next job.
With the AI Interviewer module switched on:
- One share link in the job ad or a WhatsApp reply starts the first round for every applicant at once, with no calls to schedule.
- Add the season’s dates to the screening questions before the opening goes live, so every applicant is asked the same thing.
- AI Ranking puts finished interviews in order against your criteria, so the first people you call are the likeliest fits.
Blue, the AI interviewer, asks every applicant about experience, expected salary, notice period and availability, and does not reject anyone: you decide who moves forward. How it works for employers in Malaysia is on the AI interviewer for Malaysia page, what candidates are told is on the trust page, and how Agentic Blue is priced is on the pricing page.
Where it fits less well
Last year’s team is coming back. If your returning seasonal staff are available, a message to them is quicker than any screening process.
A gap to fill tomorrow. For a shift that has to be covered the next day, an agency with people already on its books may be faster.
Questions people ask
When should I start hiring temporary staff for Hari Raya or Chinese New Year?
Before other employers in your area post. Opening the first round well ahead of the peak, and keeping it open, gives you first pick of applicants who can start early.
Is it fair to ask temporary applicants about festive days off?
Ask which dates they cannot work rather than which festival they celebrate. The dates are what the roster needs, and the question is the same for everyone.
Can seasonal staff become permanent?
Yes, if both sides agree. Asking in the first round whether they would want to stay tells you early who to keep in mind.