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Posted: Tue 15th Jul 2025
Every year, there comes a point when the usual team just isn't enough. Maybe it's the summer rush, maybe it's the run-up to Christmas or maybe you've got a short-term project that's too big to handle alone.
Whatever the reason, bringing in seasonal staff can be the difference between staying on top of things and burning out.
But hiring people for a short stint brings its own set of challenges. You need them up to speed quickly, reliable from day one and ready to fit into the way your business runs – without the time or budget you'd usually spend on onboarding. It's doable, though, with the right approach.
This short guide walks through how to make seasonal hiring work for you: where to find good people, what to include in your job ad, how to keep them engaged and what to do when the season's over.
Attracting reliable temporary workers starts with an accurate, well-structured job listing. A strong job ad saves time by filtering out unsuitable applicants before they apply.
When creating your seasonal job post:
use "seasonal" or "temporary" in the job title (for example, "Seasonal retail assistant – November to January")
include the start and end dates of the employment
describe typical tasks and the skills the person needs
mention hourly pay, any shift flexibility and highlight employee perks (such as staff discounts, bonuses, free meals)
Be upfront about expectations. If the role includes weekend work or fast-paced customer service, spell it out.
Many seasonal jobseekers – particularly students, part-time workers or freelancers – apply to several different employers at the same time.
To compete, it's best to advertise early and move quickly with interviews and onboarding.
Here are some tips to streamline your hiring:
Start advertising as soon as your seasonal needs are clear.
Ask practical interview questions: availability, prior experience, scheduling constraints and so on.
Allow time for training specific to that role – even short-term workers perform better with a proper induction.
Early preparation also gives you more time to find good replacements if someone drops out last minute.
You don't need to rely solely on job boards. Some of the best seasonal staff come through your own network.
Here's where to look:
Past seasonal workers: Contact previous employees who performed well. They already understand the role and can often hit the ground running.
Staff referrals: Ask your current team to recommend friends or family. Offer a referral incentive if budget allows.
Job platforms: Sites like Indeed and seasonal-specific job boards (like SeasonWorkers or e4s) offer exposure to jobseekers actively looking for short-term work.
Local universities and sixth forms: Students are often seeking work during holidays and term breaks.
Retaining seasonal staff until the end of their contract helps you maintain customer service levels and reduces the need for last-minute hiring.
Here's how to keep your seasonal team motivated:
Treat them as valued members of the team: Temporary doesn't mean disposable.
Provide clear communication: Make it easy for them to raise issues and feel heard.
Offer completion bonuses: A small end-of-season bonus can significantly improve retention.
Create a positive work environment: Team culture matters, even for short-term staff.
Keep details of strong performers on file – they may be open to coming back next year or stepping into longer-term roles.
The way you end a seasonal contract can have a real impact on next year's hiring efforts. Think long-term, even when the work is short-term.
Before staff leave:
ask if they'd be open to coming back next season
conduct short exit interviews (even just a five-minute chat) to gather feedback
identify stand-out staff who might suit future permanent roles
Building good relationships with seasonal workers increases your chances of rehiring quickly and cost-effectively in the future.
Seasonal employment offers flexibility to small businesses like yours. It allows you to scale your workforce during busy times – like Christmas, summer holidays or tax season – without taking on year-round financial commitments.
With the right preparation and mindset, you can build a reliable seasonal workforce that delivers consistent service and might even become a long-term asset to your business.
Seasonal staff help small UK businesses meet demand during peak periods.
Early planning, clear job descriptions and staff referrals are key to successful seasonal hiring.
Retention strategies include completion bonuses, open communication and treating all employees fairly.
Following up with staff once the season is over improves chances of rehiring strong performers next year.
Want to know when and how to hire people into your business? Sign up to Talent Hub for free support with hiring staff, and recommendations on your next steps. Join now
