Seasonal Hiring: Smart Strategies to Strengthen Your Business

​Whether it’s the holiday rush, summer tourism, or tax season, many businesses rely on seasonal hires to handle increased demand. But bringing on temporary staff isn’t just about filling shifts. It’s about protecting your business, maintaining service standards, and staying compliant.

At GLM, we've helped businesses prepare for seasonal staffing in ways that not only solve short-term needs but set the stage for long-term success. Here are our top recommendations for hiring seasonally, the smart way.

 1. Start with a Clear Plan
Before posting a job, ask yourself: 

• What positions do we need to fill?
• What are the required skills or certifications?
• What hours or shifts need coverage?
• Will we need to extend any of these positions into permanent roles?

Having clear hiring criteria ensures you recruit people who are a good fit for your organization—even for a short time.

2. Understand Your Compliance Requirements
Seasonal employees are still employees. That means:

• Correct worker classification
• Compliance with wage and hour laws
• Proper payroll processing and tax withholding
• Tracking eligibility for benefits, where required

Skipping these steps can expose your business to penalties. It’s worth reviewing with your payroll or HR advisor before onboarding any new hires.

3. Provide Essential Training
While seasonal roles are temporary, the work still represents your brand. Make sure your team has access to the basics:

• Your company’s values and customer service expectations
• Relevant policies and procedures
• A quick-start guide or process outline

A little preparation goes a long way toward consistent service during busy seasons.

4. Budget for More Than Hourly Pay
Seasonal employees cost more than their wages. Be sure to budget for:

• Payroll taxes and insurance
• Training hours or onboarding costs
• Bonuses or incentives
• Potential overtime during peak demand

A clear picture of the total labor cost helps prevent financial surprises down the road.

5. Think Beyond the Season
Seasonal staff are not just temporary workers—they are also potential long-term team members. Treat them well, and they may return or stay on in other roles. Consider:

• Regular recognition
• Creating a smooth offboarding process
• Keeping in touch with top performers for future hiring needs

Final Thought
Seasonal hiring can be both a short-term solution and a long-term advantage—if you approach it thoughtfully. By planning ahead, staying compliant, and investing in new team members, businesses can meet seasonal demand without sacrificing quality or culture.
If you need help preparing for seasonal hiring—from payroll support to compliance checks—GLM’s advisory team is here to help. Contact us today to schedule a consultation.