Hiring seasonal employees can feel like a sprint—one where you’re juggling job posts, paperwork, training, and schedules all at once. Whether you're gearing up for the holiday rush, a busy summer, or a big event season, bringing in short-term help is often essential to keep your business running smoothly.

But let’s be honest: seasonal hiring comes with challenges. People quit suddenly. Payroll can get messy. Compliance rules are confusing. And if onboarding doesn’t go well, productivity suffers.

Good news: it doesn’t have to be that way.

With a few simple strategies, you can hire the right people quickly, get them up to speed fast, and avoid compliance and payroll pitfalls. Here are 8 best practices that’ll save you time, stress, and maybe even a few gray hairs.

This one’s big. If someone’s going to take a short-term job, they want to know exactly what they’re signing up for.

When you post a job, make sure to add all of the details - you don't want people to to ghost you on an interview because they are unclear about the role

The more transparent you are up front, the better the fit you'll get. And that means fewer no-shows or early quitters.

If you’ve ever scrambled to find help days before a big rush, you’re not alone. But waiting too long can leave you with limited choices—and a lot of stress.

Try to start recruiting at least 6 to 8 weeks in advance of your busy season. That gives you time to:

Just don’t go too early. If someone accepts a job and doesn’t start for two months, there’s a decent chance they’ll ghost. Stay in touch and confirm their start date so they stay committed.

The right technology can be your secret weapon. Ditch the spreadsheets and paper applications and use tools that help you move fast:

Bonus points if your tools sync with payroll and time tracking—because no one wants to re-enter the same info three times.

Just because someone’s only working a few weeks doesn’t mean you can skip the rules. Seasonal workers still fall under most labor laws, and the last thing you want is a compliance issue during your busiest time.

Make sure you:

If this stuff makes your head spin, talk to your payroll or HR provider—they usually have resources to help you stay on track.

Onboarding doesn't need to take all day, but it does need to be clear and organized. A solid process helps your seasonal hires feel confident and ready.

Here's what you should consider including:

Keep it simple. Focus on what they really need to know to do their job well—and let them hit the ground running.

New hires are more likely to stick around when they feel supported. One of the easiest ways to make that happen? Assign them a buddy or team lead.

A buddy can:

Even if they’re only working for a few weeks, that early connection can make a huge difference in engagement and retention.

One common complaint from seasonal workers? “I didn’t know that.” And when they don't know what to do, your business is at risk. From poor customer experiences to costly financial mistakes.

You can prevent that by being super clear about:

Put this in writing—like a one-pager or mini handbook. That way, everyone’s on the same page, and you don’t end up managing confusion or conflict later.

When people feel appreciated, they show up stronger. Even if someone’s only with you for a short time, you can still make them feel valued.

Try this:

It doesn’t take much, but it makes a big difference. Plus, if they had a great experience, they might come back next season—or refer their friends.

Seasonal hiring doesn’t have to be a scramble. With a little planning and the right tools, you can hire the right people, onboard them fast, and keep everything running smoothly—even when things get busy.

Need help making this process even easier? There are plenty of affordable tools and HR partners out there that specialize in seasonal hiring. Whether it’s automating onboarding or staying compliant with local labor laws, you don’t have to go it alone.