7 Hiring Moves to Help You Snag the Best Seasonal Workers

From holiday elves to ice cream scoopers, your seasonal staff keeps the business humming when things heat up. If you’re looking to maximize your busy season, you can’t afford to miss out on qualified returners and applicants.

And if you act quickly and carefully, you can have your pick of qualified seasonal employees to choose from. In this simplified guide to hiring seasonal workers, we’ll show you how to dodge the spam applications and find temporary workers who get it. Let’s get started.

Full‑time vs. part‑time vs. seasonal workers

Not all “temp” roles are the same. Here’s how to tell the difference.

Full‑time employees

• Average 30+ hours per week (or 130+ hours per month).
• ALEs (50+ FTEs) must offer minimum essential coverage to 95% of full‑time employees. 

➡️ Not sure where you land? See the IRS’s overview of employer shared responsibility.

Part‑time employees

• Typically work fewer than 30 hours per week. 
• Under the Fair Labor Standards Act (FLSA), most part‑time roles are non‑exempt and earn overtime when hours exceed 40 in a week.
• Health benefits are generally not required for part‑time employees, unless they meet full‑time averages during the measurement period.
• Benefits beyond health coverage (sick leave, retirement) depend on employer policy and state law.

Seasonal employees

• Hired into roles where the length of the employment period is typically six months or less during the same part of the year (e.g., summer lifeguards, holiday retail, tourism).
• Seasonal workers employed ≤120 days in a year may be excluded when determining ALE status.

Temporary employees

• Short‑term hires (often less than 12 months) who aren’t tied to a recurring season.
• If a temp is expected to work 30+ hours per week and isn’t seasonal, they’re considered full‑time.

While both temporary and seasonal employees work part-time hours for a few months out of the year, temporary workers fill short-term gaps that are not tied to a high-pressure business period.

🍂Seasonal hiring pro tip: To attract high-performing seasonal staff, spell out benefits eligibility (health coverage, overtime, rehire status) in your job descriptions and offer letters. Clear expectations reduce confusion with serious applicants and help returners ramp faster.

The challenge (and opportunity) of hiring seasonal employees

2025 hit seasonal employers with tariff whiplash, inflation, and tight labor budgets. Unsurprisingly, holiday hiring has fallen to record lows. With smaller headcounts and higher costs, a structured strategy for hiring seasonal workers helps you stay profitable.

But with more companies falling back on overtime opportunities for regular employees, there are fewer seasonal slots to fill and smaller margin for error:

• 2025 seasonal hiring is projected at 265k–365k, down from 442k in 2024 – an up to 40% decline. — CNN.com
• The number of searches for seasonal work is up 50% compared to 2023, as job seekers struggle to find full-time employment. — Bloomberg
• In 2025, temporary employees are estimated to total 2.5 million – a 5.1% decline from the previous year. — IBISWorld

For those who can offer the number of hours and flexible schedules seasonal workers are looking for, the window is wide open:

• After hiring freezes and layoffs, fewer companies are actively recruiting for peak seasons.
• Fewer approved requisitions at competitors (thanks to exhausted year‑end recruitment budgets) mean less noise in the market.
• Recruiter headcount cutbacks at big firms (think Amazon, Meta) make head‑to‑head battles easier to win.

“Even if you have limited recruiting resources, realize that it’s a mistake to miss this year’s rare opportunity to cherry‑pick from a mountain of available talent,” says HR expert Dr. John Sullivan. We couldn’t agree more.

But with a higher volume of job seekers to choose from, identifying the right ones could be harder than ever, especially given the increase in spam applications.

How to hire seasonal employees: 7 strategies to maximize your success

Ready to fill seasonal positions faster? These seven strategies will help you find the best candidates for your seasonal dream team.

1. Plan ahead

Don’t wait for Black Friday to start your hunt for talent. Kick off your seasonal recruitment campaigns early – across social, search ads, and private groups where past workers can stay up to date and refer candidates. Then use late November and December “low competition” weeks to lock in interviews fast.

Here are some simple tips to get a headstart:

• Create a recruitment plan that launches at least two months ahead of peak season
• Reach out to past employees to help spread the word
• Block interview time for hiring managers during year‑end so you can schedule quickly while competitors pause

• Queue job postings to run through late December to take advantage of fewer competing ads

• Prime your returner pipeline: tag proven past workers and send “fast‑track” apply links

❄️ Pro tip: Use “right‑time” recruiting to your advantage. With hiring freezes, exhausted budgets, and year‑end closings at other firms, late‑season outreach often faces less competition. Keep interviewers available and move fast on qualified candidates.

2. Update your job ads

With 2025 seasonal hiring down as much as 40% and searches up 50%, your job ad has to do the heavy lifting – set clear expectations, attract the right people, and filter fast. Keep it short, specific, and candidate‑friendly.

Here are some simple tips to refresh your job ads:

• Lead with schedule and season dates: include start/end, shift types, and any on‑call expectations (e.g., snow removal)
• Be clear about the work: note outdoor/physical requirements and why the job matters to customers/community
• Add pay transparency: base rate, differentials, and bonus/OT opportunities
• Highlight training and growth: quick‑start onboarding, buddy support, and rehire priority next season
• Keep requirements tight: must‑have job requirements only (license, lifting, availability)
• Offer a fast‑track for returners and referrals: include a short apply link and note any referral perks
• Optimize for mobile: short forms and one‑click apply boost completion rates

🌸 Pro tip: Distribute listings on high‑traffic free job boards for maximum reach.

3. Reach out to returners first

There’s a reason why big box retailers like Target have spent years building an on-demand workforce. Rehiring proven performers cuts ramp time and risk. Pair digital outreach with in‑person connection to become a brand they trust.

Here are some simple ways to re‑engage returners:

• Tag top past workers in your candidate pools and send fast‑track apply links
• Personalize outreach – reference past roles, performance, and preferred shifts
• Host short onsite tours or meetups to reconnect (classroom visits and career fairs work too)
• Lead with clear expectations: start/end dates, on‑call requirements, outdoor/physical demands
• Offer rehire perks: retention bonuses, priority scheduling, quick‑start training, path to shift lead

Win speed and fit by proactively courting people who thrive in similar work – past stars, return-to-office resistors seeking flexibility, and newly available candidates – then offer clear expectations and priority scheduling.

4. Choose the right recruiting channels

Don’t rely on “post and pray.” In tight labor markets, you’ll win by mixing passive reach (job boards, social) with active, in‑person recruiting (career fairs, classroom visits, onsite tours). According to Breezy’s Source of Hire data (24M+ applications analyzed), most teams say there aren’t enough qualified candidates – so choose channels based on your goal: volume, speed, or quality.

Here are some simple ways to prioritize:

• Job boards and your career site: keep listings current, mobile‑friendly, and tagged with source tracking in your ATS
• Employee referrals: launch small, fast rewards; make it easy to share short apply links
• School partnerships: work with local trade programs to showcase roles and build pipelines early
• Career fairs and classroom visits: be a face candidates remember; follow up same‑day
• Onsite tours/open houses: let candidates see the work, team, and equipment firsthand
• Social media: share day‑in‑the‑life content and clear expectations (schedule, physical demands)
• Community networks: collaborate with workforce centers and community orgs for on‑call/seasonal roles

☀️ Pro tip: Schedule manager availability during late‑season “low competition” weeks to move qualified leads fast.

5. Pre-screen candidates

Seasonal roles attract massive volume and even more noise. With 54% of job seekers using AI to write resumes and 90% of recruiters seeing a spike in spam applications, smart pre‑screening is non‑negotiable. Use light screens to filter fast, then move qualified humans forward quickly.

Here are some ways to level up your pre-screening process:

• Use a 3–5 question candidate questionnaire to filter must‑haves (availability, shift flexibility, work authorization, lifting requirements)
• Use AI to surface and prioritize top matches fast
• Auto-verify references and quickly move to the next stage
• Use automated resume audits to catch copy‑paste and AI‑generated applications before they hit your inbox

Nearly 80% of modern hiring teams report improved quality of hire after using AI‑integrated ATS tools. Because with fake profiles projected to reach 1 in 4 by 2028, modern hiring teams have to fight fire with fire.

AI-powered recruitment platforms can help you find the best applicants, automatically schedule interviews, and auto-verify references – so you move first instead of getting buried under spam applications.

🍂 Pro tip: Use December’s low-competition weeks to run light screens and book interviews same-day. The slower pre-holiday pace means managers have more bandwidth and candidates can step away to meet, resulting in faster time-to-fill.

6. Tighten up your training

Seasonal onboarding should be fast, consistent, and human. Focus on the essentials first, then layer in the nice‑to‑haves so new hires can contribute on day one.

Here are some simple ways to tighten up training:

• Preboard to compress time‑to‑start: line up docs, logins, and equipment before day one – use a thorough preboarding checklist to cover the bases.
• Standardize the baseline (safety, policies, role‑critical steps) and keep training digestible with short videos and checklists guided by proven onboarding best practices and activities.
• Assign a buddy for daily check‑ins and turn common questions into reusable FAQs to safeguard mentor bandwidth.
• Set clear expectations on day one: performance metrics, shift norms, safety protocols, etc.

Get the basics in place before day one, keep learning bite‑sized, and pair every new hire with a human guide. When expectations are clear and the path is visible, seasonal employees will be happy to come back.

❄️ Pro tip: Share your onboarding checklist with new hires and book key meetings (IT access, safety, manager intro) in advance. When they know the plan and have the tools they need to execute, seasonal employees ramp faster and stick around.

7. Build your engagement strategy

Seasonal workers stay engaged when they feel welcomed, understand the purpose of their work, and see a clear path to contribute. Keep it simple and human, then reinforce it consistently.

Here are some simple ways to build engagement:

• Welcome with a buddy, team huddles, and wider intros.
• Recognize fast with huddle shoutouts and small awards.
• Show paths to return next season or grow into permanent roles.
• Keep comms simple with one channel, brief huddles, and visible recaps.
• Make feedback two‑way with quick coaching and a 3‑question pulse.
• Offer small flexibility with early schedules, swaps, and respected rest days.

Treat seasonal employees like full teammates. Welcome them deliberately, recognize the wins, and keep communication tight.

🌸 Pro tip: Set a weekly engagement cadence. For example, buddy check‑ins, shoutouts, or quick pulse surveys. Choose the format that works for your team and stick to it throughout the season.

Simplify seasonal hiring with Breezy

Seasonal success is all about speed and signal. Breezy brings both into one workflow so you can post once, screen smarter, and move fast on the right people.

Here’s how Breezy helps you win peak season:

• Signal‑first screening: AI match scores and resume audits highlight qualified humans fast and flag low‑quality or AI‑generated applications before they hit your inbox.
• Agentic AI coordination: With our MegaHR integration, your recruiting assistant Megan resurfaces high‑intent candidates from past pipelines, sends personalized outreach, and books interviews right inside Breezy.
• Returner pipelines: Tag proven past workers, spin up fast‑track apply links, and re‑engage returners in a click to cut ramp time.
• Instant scheduling & updates: Self‑serve calendars, automatic reminders, and stage automations keep candidates warm and the process moving.

Consistent evaluations: Easy candidate scorecards and AI summaries give you the instant overview on a candidate’s strengths and concerns so you can decide faster.

Better hiring in every season

There’s no magic formula for hiring stellar seasonal employees. But with the right approach and systems, you can continue making your seasonal hiring process better year after year.

Breezy’s candidate-friendly job posting, pre-screening, and easy interviewing features are here to help you win the best employees for peak season and beyond. 

Navigate the seasonal hiring landscape with ease. Sign up for your free 14-day trial of Breezy HR.

FAQs

Who counts as “seasonal staff” and how many hours can they work?

Seasonal positions are roles tied to specific times of the year (think summer camps, holiday shopping, tourism). Unlike regular employees, seasonal staff can work any number of hours per workweek, but the employment period is short and aligned to peak periods or peak times. If someone is scheduled 30+ hours consistently, they may be treated like full-time employees for certain benefits—so define your season dates and expected number of hours upfront in your job descriptions.

What labor laws apply to hiring seasonal workers?

Seasonal staff are still covered by core labor laws like the Fair Labor Standards Act. That means you must pay at least minimum wage and provide overtime pay for non‑exempt workers over 40 hours in a workweek (state rules may be stricter). If you hire minors, follow youth employment rules on hours and duties. Small business or not, check state and local requirements before your busy season to stay compliant.

How do we plan schedules and job descriptions for the holiday season or other fluctuations in demand?

Keep job descriptions short and clear about season dates, shift types, and any on‑call expectations. Offer flexible schedules when you can—especially during the holiday season and other peak times—so you can cover fluctuations without burnout. For summer camps or outdoor roles, be upfront about physical requirements. Clear expectations help seasonal workers self‑select and reduce no‑shows.

Can seasonal staff move into a permanent position?

Yes. Many employers convert top seasonal staff into a permanent position after the season. Set performance metrics early, share the path to full-time employee status, and communicate decisions quickly. Using Breezy to streamline screening, scheduling, and scorecards gives you clean signals on who to rehire next season—and who’s ready for a longer runway.