For businesses that experience seasonal peaks, staffing up for the busy period can make or break your season.
Businesses of all sizes operate on a seasonal basis - from small businesses staffing up for the holidays, to resorts hiring for the summer travel season. Whatever the business case may be, bringing on the right people at the right time is essential to maintaining service levels and achieving short-term business goals.
While seasonal roles may be temporary, the people filling them are real employees, and they deserve a thoughtful hiring process.
In fact, strong seasonal hiring practices often translate to smoother onboarding, better performance, and even future hires if you’re lucky enough to bring some back the following year.
Drawing on practical experience working with New Zealand businesses across a variety of sectors, here are five tips to help you hire seasonal staff effectively and avoid common pitfalls.
Start hiring for seasonal roles as early as you can
Timing is everything. The best seasonal employees don’t wait around for job openings - they apply early and get scooped up quickly. Starting your hiring process ahead of the rush gives you time to build a strong candidate pool, conduct thoughtful interviews, and make smart decisions.
Rushing the process often leads to last-minute hires that may not be the right fit. Early hiring also gives you time to train new employees before peak periods begin, setting everyone up for success.
Conduct proper interviews
Just because the role is short-term doesn’t mean you should skip the interview process. Seasonal employees still represent your brand and interact with customers, so it’s worth the effort to assess their skills, attitude, and fit with your team.
Keep interviews efficient, and make sure you interview each candidate consistently, asking relevant questions about availability, past experience, and how they handle pressure.
Investing time in the hiring process up front helps avoid performance or attendance issues down the line.
Check out our interview guide to learn more about conducting a great interview.
Set clear expectations for the employment period
Transparency is key. Be upfront about hours of work, leave restrictions during peak periods, hourly wages (at least the minimum wage for all the hours worked), and the level of commitment you're looking for.
Seasonal work can be demanding, so it’s important both sides understand what’s required.
Remember, hiring is a two-way process - candidates are evaluating you as much as you’re evaluating them. A clear and honest conversation helps set the tone for a positive working relationship and reduces misunderstandings later.
Act fast and communicate well
Seasonal hiring is highly competitive. Many employers are often hiring for similar roles around the same time.
A great candidate won’t wait long if they don’t hear back. Respond to applications quickly, book interviews promptly, and follow up with decisions soon after. Delays can cost you top talent.
Once you’ve made a decision, extend the job offer without delay and provide clear next steps. Organised, timely communication shows professionalism and reflects well on your business. If you decide not to offer a role to a candidate you interviewed, be sure to respond to them and let them know you will not be moving forward with their application.
You do not need to give specifics but if the candidate was a close second be sure to keep the door open with a “we may have further openings in a couple of months. I will reach out if we do” or “we appreciate you applying for x, we have moved forward with another candidate that had more experience than you but please do not hesitate to apply again in the future”.
Put your best foot forward
First impressions go both ways. Candidates want to feel that your organisation is a great place to work—even if it’s only for a few months.
Be on time for interviews, show genuine interest in the person in front of you, and be ready to answer questions about schedules, compensation, and start dates. Bonus points if you can talk through a simple onboarding plan that shows you're ready for them.
Treating candidates with respect and enthusiasm helps attract the best people and strengthens your reputation as an employer.
When seasonal hiring is done right, you build a team that’s motivated, capable, and aligned with your business needs. These roles may be temporary, but the impact of good seasonal hires lasts well beyond their final shift.
Need help making seasonal hiring easier? Learn how MyHR supports Kiwi businesses through busy seasons with smart, efficient HR solutions. Book a demo today.
Frequently asked questions about seasonal hiring
What is considered a seasonal employee?
A seasonal employee is someone hired for a fixed-term, often to meet peak demand in specific seasons (e.g., summer, holidays, harvest).
How early should I start hiring for seasonal roles?
Kick off the hiring process at least 4–6 weeks before your busy period. This allows time to pre-screen applicants, conduct interviews, initiate onboarding, and lead training without being rushed.
Can seasonal workers become permanent employees?
Absolutely. Many businesses use seasonal work as a pipeline to future permanent employment. If you find someone great, keep the door open.
How do I onboard seasonal staff quickly?
Prepare a streamlined onboarding plan that covers the essentials, e.g. job duties, expectations, safety protocols, and who to go to for help. A 1–2 hour session can be enough to get them started.
What can I do if a candidate asks for time off during peak season?
This depends on your business needs. Be clear about your non-negotiables (and your legal obligations), but stay open to conversation. Flexibility goes both ways.
Should I have employment agreements for seasonal employees?
Yes, all employees must have a written employment agreement that covers things like the type of employment (e.g. fixed-term or casual), the work to be performed, pay, hours and breaks, and the process for handling any difficulties between you and the employee.
You could be liable for a $1,000 fine per employee for not having a written employment agreement, and the Employment Relations Authority can also order penalties of up to $10,000 for an individual employer and up to $20,000 for a corporate body.
As well as protecting you from penalties, having a robust employment agreement for every worker helps minimise the risks of personal grievance claims.
