Seasonal Workers

A woman on a laptop with text reading, "How to Prepare Now for Hiring Seasonal Staff for the Holidays"

How to Prepare Now for Hiring Seasonal Staff for the Holidays

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Thousands of seasonal staff members are hired each year during the holidays. These seasonal employees may be at a business for two weeks or up to two months. No matter the length of employment, some of them will be identified as top-notch workers. In order to keep having great seasonal workers, take some time now to prepare properly. Let’s review what you need to do to prepare for the seasonal hiring process and how to set yourself up for a successful, productive holiday season.

5 Tips for Hiring Seasonal Employees

1. Assess Your Needs

The first thing to do is reflect on the past seasons when you needed extra help. Consider the strategies you used and how effective they were. Think about the challenges you faced as well as the success you accomplished. It will be helpful to analyze efforts in the previous couple of years, if possible. That way, you can get an idea of how many seasonal employees you must hire.  

2. Identify Who You Want to Return

As you monitor your seasonal staff members throughout the holidays, take notes. Are they consistently punctual? Do they help customers with a positive attitude? Have you received any complaints about them? (When thinking of which seasonal employees you’d like to return, remember that you should make it known before they leave!)

3. Start Early

Aim to get the best seasonal hires before your competitors snatch them up. This means that you have to start hiring early. Give yourself a hiring window of at least two to three months. The following are some of the things you can do during this time period: 

  • Create Optimized Job Descriptions: The focus and details of the job description should be similar to that of year-round employees. Include the total period you need each seasonal employee for and whether there is a chance for their position to be permanent.   
  • Get Creative With Seasonal Hiring Strategies: Consider offering referral incentives to your current employees and customers. Or, reach out to previous seasonal staff members to find out if they are still interested this year.
  • Conduct Effective Interviews: Just because you are hiring seasonal employees does not mean you should overlook the interview process. Otherwise, you could miss out on selecting candidates who have the best skills and match your organization’s culture.
  • Screen Your Applicants: Examine your candidates carefully by thoroughly checking their resumes, contacting their references, and, if possible, conducting background checks. This ensures that you don’t end up with bigger issues after hiring them.

4. Conduct a Positive Onboarding Process

You should set clear expectations to ensure that your seasonal staff knows what is expected of them. Make sure that you also clarify that the position is temporary so that they don’t get disgruntled later on. Additionally, train and mentor the seasonal staff properly and give them time to settle in to be able to work efficiently when the rush hits. This ensures that you do not become disappointed when you need them the most.

5. Conduct Exit Interviews

At the end of the holiday season, be sure to conduct exit interviews (or online surveys) with all seasonal employees. This exit interview should help you understand how to attract and retain other employees in the future. The following list of questions is a good place to start:

  • How did you hear about this job opening?
  • Why were you interested in this job?
  • What was your favorite part of the job?
  • Was there anything you wish you could change about the position?
  • Do you have any feedback for management?
  • Are you interested in returning next year?

The answers to these questions should give you the information you need to make smarter hiring decisions. If the majority of people heard about the job opening through a social media post, try sponsoring posts next year to reach more people. When candidates tell you what they liked most about the job, be sure to emphasize that information in the job description! It’s important to keep in mind that getting information is only helpful if you decide to take action based on it.

Discover the Ideal Applicants Before Interviewing Them

A woman on a laptop hiring applicantsYou have enough to worry about without having to dedicate time to the tedious hiring process. Let Sprockets handle the heavy lifting with our AI-powered hiring solution. We offer free job postings to augment sourcing as well as a sophisticated applicant matching system that reveals who will perform like your top employees. Plus, you can get alerts when an ideal match is found! The list goes on, but you don’t have to take our word for it. Simply see what all of our happy customers have to say!

Schedule a free demo now to start hiring the best seasonal employees for the holidays.

A woman on a laptop with text reading "The Business Owner’s Guide to Seasonal Employment Laws"

The Business Owner’s Guide to Seasonal Employment Laws

The Business Owner’s Guide to Seasonal Employment Laws 1016 528 Sprockets

If you’re a business owner, there’s a good chance you rely on seasonal workers in one way or another. Retail store operators often need help during the holidays due to the surge of shoppers, and fast-food franchisees can almost always use some additional assistance to keep up with demand. No matter which industry you’re in, however, there are some important seasonal employment laws that you must follow. We’re here to break down the basics and explain what you need to know to run a successful business without any legal hiccups.

Plus, if you’re looking to hire the ideal seasonal workers for your business, we can help with that too! Sprockets’ is an AI-powered platform that empowers you to hire more employees like your top performers. You’ll save time, build more productive teams, and be able to focus on daily tasks rather than the stressful hiring process.

Essential Information About Seasonal Employment Laws

How to Pay Seasonal Employees

Let’s start with some guidance for paying your seasonal employees properly. The Fair Labor Standards Act (FLSA) applies to part-time, temporary workers in the same way that it covers full-time, regular employees. That means you must pay non-exempt seasonal staff at least the federal minimum wage, which is $7.25 per hour. Keep in mind that if your state law has a different minimum wage, you must provide them with whichever rate of pay is higher.

Overtime for Seasonal Workers

The FLSA also treats seasonal employees the same as regular employees for the sake of overtime. So, you must pay temporary staff members at least 1.5x the regular rate for any hours they work above the standard 40 per week. It’s important to note, though, that you’re not required to automatically pay them more on weekends or holidays — only if they work overtime on these days. You are also exempt from the overtime requirement if your business falls into certain categories, such as seasonal amusement, organized camps, and non-profit educational institutions.

Note: Make sure you abide by the child labor provisions of the FLSA. Sixteen and 17-year-olds can work unlimited hours, but 14 and 15-year-olds can only work for limited periods of time outside of school hours.

Seasonal Worker Benefits

There’s also the question of whether or not you need to offer the same benefits to seasonal workers as you provide regular staff. This is a tricky one. Under the Affordable Care Act, employees may be entitled to minimum essential health coverage if they work 30 hours per week at your company, especially if you’re considered an applicable large employer (ALE). 

Also, the Family and Medical Leave Act (FMLA) only applies to employees who work at least 1,250 hours in a year. While you might need to provide health insurance to seasonal employees under ACA, the typical seasonal employee will not fulfill the requirement for FMLA.

Seasonal Workers Taxes

Make sure you follow the labor laws for seasonal employees when conducting payroll with taxes and withholdings. Seasonal workers are essentially the same as regular employees in this regard. You must withhold for Social Security, Medicare, income tax, and the Federal Unemployment Tax Act (FUTA).

Simplify the Seasonal Hiring Process With Sprockets

A seasonal employee at a restaurantYou and your managers have enough to worry about with daily operations — let Sprockets handle the heavy lifting of the seasonal hiring process. Our AI-powered solution augments sourcing efforts with free job postings, screens candidates with background checks at 50% off what typical providers charge, and reveals which applicants will perform like your best workers. You get all these features and more in one convenient, easy-to-use platform that integrates with numerous top HR tools, like TalentReef and JazzHR.

Schedule a free demo today to start hiring the ideal applicants for your business!

Personal on laptop and text reading, "4 Easy Tips to Follow When Creating Seasonal Job Postings"

4 Easy Tips to Follow When Creating Seasonal Job Postings

4 Easy Tips to Follow When Creating Seasonal Job Postings 1016 528 Sprockets

While the summer months may mean hiking through national parks or reading novels on the beach, the reality for many people is working — and hiring — seasonal employees. Creating seasonal job postings is a necessary, yet complex first step. Luckily, we outlined four easy-to-follow tips when crafting job listings. The right job description attracts the right candidates for the position and saves you time from sorting through unqualified applicants.

Post to Job Boards for FREE with Sprockets

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1. Highlight the Seasonal Aspect of the Job

It’s crucial your applicants understand your employment opportunity is seasonal or part-time. Directly state the months a potential employee will be needed so that job seekers understand the exact time commitment. Remember, not everyone searching for jobs is looking for a full-time position, so it may benefit applicants to know you are looking for seasonal employment. 

2. Outline Job Requirements and Qualifications

Summer jobs are typically for students on break, so their skills and qualifications may be limited. For this reason, be sure to spell out what is absolutely necessary for the job versus what is a nice bonus.

For example, a required qualification for an amusement park employee is a certification in CPR, but a preferred qualification is previous customer service experience.

3. Be Clear and Concise 

This may seem obvious, but a great seasonal job posting is easily readable, clear, and concise. You should be able to skim the description to gain a basic understanding of the position and shouldn’t have to dig for key points.

Although your age requirement is likely older, keep the job description at a middle school reading level. 

Here’s an example of a poor job posting for an amusement park:

We are looking for summer staff to work primarily May-August. Positions include ride operator, concessions, and ticket booth. Apply below or come in for a seasonal job application.

Pay range: $8-$13/hour

Here’s an example of a great job posting for an amusement park:

Have a fun summer at the amusement park with us! We are looking for outgoing people to join our summer staff from May through August. 

Required Qualifications:

  • Current CPR certification
  • Valid Driver’s License
  • At least 16 years old

Work Environment:

  • Primarily outdoors
  • Indoor break periods
  • Water and uniform provided


  • Beginning pay is $10/hour
  • Returning staff receive .50 extra/hour for each year they return

Bonus Perks:

  • Free entry to the park
  • Late-night staff only park events 
  • Discounted seasonal passes for family members

4. Post to Multiple Job Boards

To guarantee an ideal match for your seasonal job opportunities, you’ll want to post your job description to multiple job sites, such as Snagajob, ZipRecruiter, Adzuna, Upward, and more. This will maximize your exposure, leading to wider applicant pools. 

Creating Seasonal Job Postings Are Worth It

Ultimately, taking the time to write a clear, honest job description is worth every minute. It attracts more qualified candidates and brings in applicants who are more likely to succeed at a seasonal work position. 

Ensure Applicants Are the Right Fit With Sprockets

A man on a laptop doing a pre-employment assessmentOnce you follow these simple tips, you’ll have to decide which applicants to interview — and we can help! Sprockets creates a unique success profile based on your current top-performing employees and empowers you to find the ideal applicants for your team.

People shaking hands with text reading, "10 Ideas for Attracting Seasonal Employees"

10 Ideas for Attracting Seasonal Employees

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Job seekers flood applicant pools every summer and winter, and business owners must be prepared to grab the attention of the highest-quality workers. So, do you feel like you attract seasonal employees to the best of your ability? Or, are you typically caught off-guard and have to be less selective in your hiring process?

Don’t worry if you’re part of the latter group — we know it’s seemingly impossible to dedicate time to the hiring process when you need to focus on so many important daily tasks. Check out some of our tips below and consider implementing our AI-powered hiring platform that reveals which applicants will perform like your best employees!

The Ultimate Guide to Attracting Seasonal Employees

1. Re-Engage Former Seasonal Employees

First of all, save yourself some time by looking at potential hires from previous seasons. Do you remember any excellent workers that would be available to rejoin your seasonal staff? Or, would you consider re-engaging any previous applicants to hire again this year? Whether they were full-time, part-time, or seasonal, these people are already familiar with your business and chose to work for you once. Simply reach out to them via email or through Sprockets’ convenient platform.

2. Offer Signing Bonuses

Seasonal workers typically want cash fast. By offering a “signing bonus” that goes into effect after they’ve completed a certain number of shifts, you increase your likelihood of attracting applicants who were once torn between your business and another. You can also offer same-day pay, which appeals to students home from college in the winter and could use quick money for buying holiday gifts.

3. Advertise to Your Seasonal Counterparts

Are you hiring seasonal employees for the winter months? Try partnering with a local water park or amusement park in your area that employs seasonal workers in the summer. Offer to advertise their open jobs to your seasonal employees and see if they’ll let you do the same. This is a win-win for both businesses and seasonal workers.

4. Pay More for Less Popular Shifts

Are you open for extended hours for the holidays? Are you open late on Christmas Eve and New Year’s Eve? Consider offering higher pay for the less popular shifts to ensure they get filled.

5. Offer Referral Bonuses

Who wouldn’t want to work with their friends, especially during long holiday shifts? Offering a referral bonus split between your employee and the friend they referred is beneficial for all parties involved. However, it is essential to note that you shouldn’t give them the bonus immediately. For seasonal employees, we recommend waiting until an employee has worked for at least two weeks to receive the referral bonus.

6. Advertise on Social Media

Seasonal jobs aren’t on everyone’s minds. However, seeing a sponsored post touting temporary openings at one of their favorite restaurants or shops may inspire passive candidates to apply. This is one way to beat out your competitors who may be using the traditional methods of posting a sign on the store window in hopes of recruiting seasonal employees.

7. Use Seasonal Keywords in Job Postings

In your job posts, try to use keywords that indicate a position is seasonal or temporary so those searching for these specific types of opportunities can find your postings. These keywords can include “holiday work,” temporary employment,” seasonal role,” and more. For example, you could simply make the job title something along the lines of “Seasonal Sales Associate” with phrases such as “part-time work” in the description.

8. Offer Flexible Schedules

Seasonal hiring typically includes extended shifts and often appeals to people who seek seasonal jobs as a second source of income. That’s why it’s crucial to increase shift flexibility for your employees. If you know that most of your new, seasonal workers have day jobs, consider starting their shifts at 6 or 7 p.m. to allow them time for dinner. By offering flexibility — and advertising that benefit in your job description — you increase your chances of finding seasonal employees.

9. Host Evening Interviews

Similar to offering shift flexibility, you should be open to having interviews at times that are convenient for the seasonal applicants’ schedules. While most interviews are typically done from 8 p.m. to 5 p.m., members of your target audience may still be at their primary jobs. Offering them interview times that correspond with the shifts you are trying to fill is a better way to get people in the door and decrease no-shows.

10. Select the Best Seasonal Workers With Sprockets

A seasonal employee at a restaurantLast but not least, one of the best ways to attract and hire the ideal seasonal employees is by using Sprockets. It’s an AI-powered platform that uses the mental makeup of your best workers to evaluate incoming applicants, empowering you to make better hiring decisions and improve employee retention. You also get to bypass the fees that popular job sites typically charge with free job postings to Snagajob, ZipRecruiter, Adzuna, Upward, and more!

Sprockets is trusted by numerous business owners and operators, including Will Swan from Chick-fil-A: “We’ve seen a definite increase in the number of the good applicants we spend time interviewing and the confidence we feel when we are done interviewing.”


Write More Descriptive Job Descriptions

Job descriptions are the first thing a hiring manager reads when they’re looking for new talent. To make sure they’re getting the best responses possible, be sure to write clear and concise job descriptions. It may help to shadow employees who do the job day to day or even ask them to review the description before publishing it to a job board. 

Use Tools to Help You Manage Applicants

Using a talent management system is a great solution to attracting and sourcing a large pool of talent in a short amount of time. Due to the seasonal landscape having such a short window, these tools are also great for getting seasonal employees trained and up to speed in a short amount of time.  

Target Applicants Who Are Only Looking for Seasonal Work

Often, employers will cast a wide net when sourcing seasonal employees. Businesses, however, tend to see more success in attracting applicants if they can narrow down their sourcing into more targeted groups. For example, recently graduated college students could be a great group to target for seasonal work. The short-term commitment of seasonal work gives them more time to figure out what they want to do as they seek for a more long-term solution while they transition out of college.

Schedule a free demo today to start hiring the ideal seasonal workers for your business!

A florist holding flowers

3 Tips for Hiring Seasonal Employees

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It’s that time of year to hire seasonal employees for many industries. From family gatherings to extra gift-giving, increasing your hourly employees during this busy time is important. However, we know going on a hiring spree can be time-consuming. Learn how to quickly find qualified applicants for your positions with these three tips.


#1 Write an Accurate Job Description

Writing an accurate job description is the best way to narrow down who applies to your positions and save yourself time and money. By only bringing in people who are already qualified, you also save money by less time advertising on job boards.

One common mistake is creating plain postings. For example, a description that says you need a cashier for the summer months, who likes to talk to customers isn’t very engaging. By clearly defining the role, the shift times, pay range, and duration of employment, you will attract people who are better suited for the role. If you need someone from May through September, you might favor a local high school student rather than someone who will be heading back to college in early August.


#2 Advertise Early

Another great way to get great seasonal workers is to advertise earlier than others hiring seasonal staff. If you wait until May to advertise you’re looking for seasonal help, you’ll be missing out on a lot of candidates! Be sure to start posting for applicants a few months before you need them to begin. Not only does this put you at a competitive advantage, but allows plenty of time for candidate screening and interviews before your busy season begins.


#3 Hire Your Customers

Hiring those who are already your customers is a great place to start recruiting candidates.

If you own an ice cream shop, who are your customers? Families with teenagers, high school students on a break from sports, college students home for the summer? Targeting those who already are familiar with your company is a great way to attract candidates, especially if you can offer perks like free ice cream when you have a shift or discounts when they come in with friends. To implement this, start by posting signage at your location and having instructions on how to easily apply or have applications ready to take.

To screen applicants for your seasonal employees and year-round positions, check out our Applicant Matching System (AMS). Our AMS acts as a pre-hire assessment to determine which applicants match up well against your current top-performing employees. This easily and efficiently weeds out applicants who aren’t a good fit, saves you time, and reduces turnover costs in the long run!

Plus, be sure to check out the best job boards for employers and stay up to date with laws around seasonal workers.