Table of Contents
Takeaways:
- Begin recruiting early, at least three months before your peak season starts.
- Communicate the seasonal nature of the role in job postings.
- Target candidates looking for temporary work, like students and retirees.
- Streamline your onboarding and training for seasonal staff.
- Provide incentives for seasonal workers to stay the full season and return next year.
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What Is a Seasonal Worker?
A seasonal worker is an employee hired to work for a specified period, usually a few months, to help a business meet increased demand during its peak season. Seasonal employment has a defined start and end date, which is communicated to workers at the outset. These temporary hires may work part-time or full-time hours for the duration of their contracts.
Many types of companies rely on seasonal workers to handle an expected swell of business during certain times of the year. Retailers often hire extra salespeople, stockers, and cashiers during the busy holiday shopping season. Farms frequently use seasonal labor during key planting or harvesting periods. Accounting and tax preparation firms may staff up in the months leading up to important filing deadlines. Tourism-related companies like resorts, parks, and recreation facilities often need to hire more housekeeping staff during the summer when they see most of their business.
The ideal seasonal role requires minimal training, so workers can get up to speed and start contributing quickly during the company’s busiest time. Though not always, these positions are typically entry-level jobs that are relatively quick to train on, enabling workers to get up to speed and start contributing productively within a matter of days or weeks.
Why Hire Seasonal Employees?
Seasonal workers allow businesses to flexibly scale their workforce in line with predictable spikes in demand. By supplementing their permanent staff with temporary team members, companies can maintain service levels and prevent their core employees from getting burned out. Seasonal roles can also be a great way to identify promising candidates who could transition into permanent positions in the future.
There are also financial benefits to seasonal hiring. Companies can avoid the expense of carrying extra permanent staff during slow periods. And, since seasonal workers are employed for a short tenure, they typically receive limited benefits compared to full-time permanent workers, which reduces overall labor costs. However, the company still needs to devote time and resources to consistently find reliable waves of seasonal workers, especially since recruitment, onboarding, and training processes are generally condensed.
When to Hire Seasonal Workers
Timing is crucial for companies to succeed with seasonal hiring. Employers need to start the seasonal recruitment process early, ideally two to three months before the anticipated demand spike. This allows ample time to advertise the seasonal openings, screen candidates, make hires, and complete onboarding and training before the peak season begins.
Waiting too long can pose risks, especially in today’s competitive job market. Companies that aren’t sure when to hire employees could find themselves understaffed and struggling to fill roles with their season already underway. It’s always best to begin early and have some extra time built into the hiring timeline in case any unexpected challenges arise.
Where to Find Great Seasonal Workers
In addition to starting early, it’s important for companies to look in the right places for quality candidates. Some top sources of seasonal talent include:
Past Seasonal Workers
Circle back with seasonal employees who were top performers in previous years to see if they’d be interested in returning. Their established familiarity with the company’s culture, business, and processes means they can dive in and be immediately productive with minimal ramp-up time.
Employee Referrals
Encourage permanent staff to share seasonal job openings with their networks and offer bonuses for successful hires they refer. From the moment you hire your first employee, ask about potential contacts. Your existing employees can be great ambassadors to attract quality candidates year after year.
College Students
Many students are eager to find temporary paid work opportunities during their winter and summer breaks from classes. Promote your seasonal openings through job placement offices, career development centers, student activity organizations, and departmental contacts for relevant majors at colleges in your area.
Retirees
Experienced professionals who’ve exited the permanent workforce often appreciate the chance to earn some extra income through temporary jobs that don’t require a long-term commitment. Get the word out about seasonal opportunities through local senior centers, retirement communities, AARP chapters, and other organizations that cater to older demographics.
Online Job Boards
Posting openings on popular online job sites can give your seasonal roles broad exposure. In addition to posting seasonal openings on general online job search sites, seek out niche platforms that specialize in your particular field or primarily attract candidates interested in temporary contract work. These targeted job boards can connect you with job seekers with relevant skills and specifically looking for seasonal positions.
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How to Hire Seasonal Employees
When hiring seasonal workers, it’s important to create clear and comprehensive job descriptions. Here are some key elements to consider in your search:
- Use a clear, concise title that accurately reflects the position.
- Provide a brief description of your company and its mission.
- Offer a high-level overview of the seasonal role and its primary responsibilities.
- List the specific tasks and expectations for the position.
- Specify the required skills, experience, and education for the role.
- Clearly state the expected work hours, shifts, and duration.
- Include the hourly rate or salary, as well as any benefits or perks offered.
- Describe the workplace setting and any physical demands of the job.
- Provide clear guidance on how to apply for the position, including any required documents (resume, cover letter) and application deadlines.
- Include a statement expressing your commitment to equal-opportunity employment and non-discrimination practices.
How to Help Seasonal Employees Succeed
Even though seasonal employees may only be with your company for a short time, investing in their onboarding and training is crucial. Without proper preparation, short-term workers will be less productive, make more mistakes, and may leave their roles early out of frustration.
Design an onboarding program specifically for your seasonal workers that conveys the key information they need to perform their duties. Pair classroom or online training with hands-on practice and job shadowing to streamline the learning process. Assign each new seasonal hire a permanent employee as a mentor to show them the ropes and answer questions.
Throughout the season, take steps to make your seasonal workers feel welcomed and valued. Include them in team meetings, recognition programs, and company events. Check with them regularly to solicit feedback and address any issues that may arise.
Finally, be sure to encourage high-performing seasonal workers to return the following year. Consider offering a completion bonus to short-term employees who stay for the entire duration of their contracts. Collect contact information and reach out well ahead of your next peak season to invite them back. By establishing a reliable pipeline of proven seasonal talent, you can save significant time and money in recruitment down the line.
Pros and Cons of Hiring Seasonal Workers
As with any employment strategy, seasonal hiring comes with compelling advantages and potential disadvantages. Some examples include:
Pros
- Companies can quickly scale up staffing to meet demand fluctuations.
- Temporary hires help prevent permanent staff from feeling overworked.
- Organizations can “test out” potential permanent hires in a temporary role.
- Some seasonal workers have specialized skills.
- Companies enjoy lower costs associated with temporary versus permanent hires.
Cons
- Organizations may need to spend significant time on frequent recruiting and training.
- Compressed onboarding periods can limit seasonal workers’ proficiency.
- Short-term hires can be less productive compared to experienced permanent staff.
- Companies face high turnover when workers leave before their contracts are up.
- Seasonal workers lack long-term commitment and institutional knowledge.
Do Employers Have to Pay Seasonal Workers Overtime?
Under the Fair Labor Standards Act (FLSA), seasonal employees are subject to the same overtime rules as regular employees. This means employers must pay their seasonal workers overtime at a rate of no less than 1.5 times their regular rate of pay for hours worked beyond 40.
However, there are some exceptions to this rule. Seasonal amusement or recreational establishments may be exempt if they operate for no more than seven months in a calendar year or if their average receipts for any six months of the previous year were no more than 33.33% of the average receipts for the other six months. Seasonal agricultural workers are also often exempt from overtime pay.
Some states have additional laws regarding overtime pay for seasonal workers. It’s essential to check the specific regulations in your state to ensure compliance. You should also consider checking with an employment attorney or your state’s labor department for guidance on overtime pay and hour limits for seasonal employees in your specific location and industry.
Hiring Youths as Seasonal Workers
When hiring young seasonal workers, employers should be aware of several important considerations:
Minimum Age Requirements
The Fair Labor Standards Act (FLSA) sets the minimum age for employment at 14, with some exceptions for certain industries like agriculture. Bear in mind that certain state laws may have higher minimum age requirements.
Work Hour Restrictions
The FLSA and certain state laws limit the number of hours (and times of day) minors can work. These limits vary depending on the minor’s age and whether school is in session.
Prohibited occupations
Workers under 18 are prohibited from hazardous occupations. This includes operating heavy machinery or working with explosives. The Department of Labor provides a list of prohibited occupations for minors.
Work Permits
Some states require minors to obtain work permits or age certificates before starting a job. Employers should always verify their state’s requirements.
Payroll and Taxes
Minors are subject to the same tax withholding rules as adult employees. Employers must maintain accurate records of hours worked and wages paid.
Parental Consent
Depending on the state and the minor’s age, employers may need to obtain written parental consent before hiring a minor.
Wize Words
Bringing on seasonal staff is a smart way for companies to adapt to predictable spikes in business. While recurring hiring and training require an upfront investment of time and money, having a well-prepared seasonal workforce allows organizations to maintain productivity and customer satisfaction during peak periods.
By planning ahead and providing seasonal hires with proper support, you can build a pipeline of go-to temporary talent to call on year after year.
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