Rethinking Traditional Hiring Practices with Viviane Amaral, SHRM-SCP By Viviane Amaral, Joseph Scime

In a rapidly evolving job market, traditional hiring methods are being challenged, particularly when it comes to seasonal and surge hiring.

I had the opportunity to sit down with Viviane Amaral, SHRM-SCP, an HR Executive specializing in HR strategy, culture transformation, and people operations, with a multilingual background in English, Spanish, and Portuguese. Viviane shared her insights on the future of hiring and how companies can better adapt to current demands.

Q: Viviane, you’ve been a driving force in transforming HR practices. How would you define the current state of traditional hiring?

Viviane Amaral:“Traditional hiring as we’ve known it is no longer viable in today’s market. The old approach of simply posting vacancies and waiting for the right candidate to walk in the door is ineffective, especially with seasonal and surge hiring needs. Companies need to shift towards a more dynamic, proactive system. The focus now must be on building an infrastructure that offers quick and seamless access to talent pools when and where they are needed. It’s about balancing speed and experience to remain competitive.

”Q: You’ve mentioned that a skills-based approach is critical. How are organizations adapting to this?

Viviane Amaral:“We’re seeing a huge shift towards skills-based hiring, which is essential. Instead of focusing solely on roles, companies are beginning to prioritize the identification of critical skills that can be leveraged across departments. This has led to a significant emphasis on internal mobility—moving talent within the organization based on skill sets rather than titles. To make this work, it’s important to have a strategic approach, using data analytics to map employee skills and deploy them when opportunities arise.

”Q: How is technology playing a role in optimizing the hiring process?

Viviane Amaral:“Technology, particularly AI, is a game-changer. Many ATS platforms do incorporate AI to help manage recruitment marketing budgets more efficiently, ensuring we reach the right candidates at the right time. Platforms like Taleo (by Oracle), Workday, and SuccessFactors (by SAP) have AI and machine learning integrated that are helping us automate tasks that would have taken days in the past, such as screening resumes, scheduling interviews, and even assessing soft skills through video AI. This reduces the hiring time significantly and ensures we’re maintaining a high level of quality.”She continues, “What’s key here is that technology isn’t just about speed—it’s also helping us make better decisions. By analyzing data and trends, AI enables us to predict where talent is and how to access it most effectively.

”Q: With the rise of seasonal hiring, how can companies balance the need for quality, speed, and compliance?

Viviane Amaral:“This is one of the biggest challenges in HR today—balancing quality, speed, and compliance, especially in industries with fluctuating hiring demands. In industries like retail and attractions, speed is critical due to the limited window for seasonal hires. However, in areas like healthcare or construction, compliance and certifications are non-negotiable.The key is prioritizing what’s essential for your industry. For example, in high-compliance sectors, automating background checks and credential verifications through platforms like ADP and SwiftCheck. Streamlining these processes allows us to reduce friction and hire more efficiently without sacrificing quality.

”Q: Seasonal workers often feel disconnected due to the temporary nature of their roles. How can companies foster a sense of belonging?

Viviane Amaral:“Creating a sense of belonging is crucial, even if the role is temporary. Seasonal workers are often vital to a company’s success during peak times, and their engagement directly impacts productivity. One simple but effective strategy is implementing a buddy system, pairing new seasonal workers with experienced employees. This helps them quickly integrate into the culture.Additionally, hosting virtual onboarding huddles before their start date gives workers a chance to meet each other, ask questions, and feel like part of the team. Leveraging technology is another tool we have at our disposal. Providing access to wellbeing apps or mental health resources can make seasonal workers feel supported, which enhances their overall engagement.

”Q: In your experience, how can organizations build long-term relationships with seasonal talent?

Viviane Amaral:“One of the biggest missed opportunities is failing to maintain relationships with seasonal workers after their contract ends. These workers are already trained, familiar with the company culture, and could be valuable assets in future hiring cycles.A great way to nurture these relationships is through tailored campaigns that keep seasonal workers engaged year-round. Offering them continuous learning opportunities or exclusive access to industry insights shows that you’re invested in their development, even when they’re not employed. Establishing an alumni network or utilizing social media groups to stay in touch with former employees can also create a strong talent pool for future hiring needs it's also important to remember that wellbeing matters. Providing resources for mental and physical health, even for those not currently on the payroll, helps create a loyal and motivated workforce ready to return for future seasons.

”Q: What advice would you give to companies looking to revamp their seasonal hiring strategies for 2024 and beyond?

Viviane Amaral:“First, companies need to embrace technology. Automating parts of the hiring process, using AI for compliance, and leveraging data to make informed decisions will be crucial. Second, focus on building relationships with talent—whether they are seasonal or full-time employees. Companies that invest in people will have a competitive edge, especially in a tight labor market. Lastly, creating a sense of belonging and offering continuous development are key to retention. Whether it’s through wellbeing initiatives or growth opportunities, showing that you value your employees, regardless of the duration of their contract, will keep you ahead in today’s rapidly changing workforce landscape.”As companies look ahead to the future of seasonal hiring, Viviane Amaral’s insights provide a roadmap for success.

By embracing technology, balancing industry-specific priorities, and building strong relationships with workers, organizations can navigate the complexities of hiring in 2025 and beyond. The traditional methods may be a thing of the past, but the future is full of opportunities for those willing to adapt. Viviane Amaral, SHRM-SCP Viviane can be reached at vamaral3003@gmail.com