Hotels, resorts, farms, food plants and construction sites all have busy seasons. The peak itself is rarely a surprise. What causes stress is starting the search too late.
Work back from your start date
Decide when each person needs to be on site, then count back. Allow time to agree the job profile, search, interview, make offers and prepare for arrival. For larger seasonal teams, starting three to six months ahead is common.
Count positions by shift
List how many people you need for each role and shift, not just a total headcount. "Four line cooks for evenings and two for breakfast" is easier to recruit for than "six cooks".
Look at last season
- Which roles were hardest to fill?
- When did people leave, and why?
- Who would you hire again?
Inviting strong seasonal staff back early is often the quickest hire you will make.
Be clear about the season
Tell candidates the expected start and end dates, typical hours and whether there is a chance of returning next year. Clear expectations reduce early resignations.
Plan accommodation and transport
In smaller or remote communities, housing and getting to work can decide whether a candidate accepts. Share what you offer, or what is available locally, as early as possible.