Not every business keeps their lights on 365 days a year.
From seaside restaurants to summer camps to pool cleaning services, many businesses go through both peak seasons and fallow periods throughout the year, each with its own staffing requirements.
This type of seasonal ramp-up is visible in the data. Gusto's April 2026 Small Business Jobs Report saw accommodation and food services grow the most of any sector in April 2026, with 20,300 net new hires as small businesses geared up for summer.
So how do you actually assemble a talented team of seasonal workers during busy times?
Here are a few creative tricks for finding and hiring seasonal workers.
1. Dip into your existing pool
Temporary workers seeking seasonal employment usually prefer part-time work. That’s why boomerang hires, or employees who come back season after season, are a vital (and never-ending) talent pool for many businesses.
Before you draft a job description to post on your favorite job board, go through your employee records and create a list of your top performers. Then, send a personalized invitation to ask those stars if they’d like to return. Then, follow up with an email, phone call, or text message. In that follow-up, you may also want to ask if they know anyone else who could be a great employee referral for the role.
2. Use yard signs strategically
You know those cheap yard signs with metal stakes? You usually spot them on busy corners hawking free stuff and investment ideas. Well, it turns out those signs work well for hiring temporary employees—but there’s a trick to making it successful.
Keep it simple by including only a few details:
Your logo.
Explicit copy explaining your staffing needs: “Now Hiring [your role]”
Your hourly wage (often minimum wage)
A phone number or email address where people can learn more.
Now, here’s the spin—only leave the signs up for a few days. Take them down, wait a week or so, and then put them back up for a couple more days. If they’re always up, people tend to stop looking at them. When they’re new, they get a lot more interest.
You can also mimic this real-world strategy online by posting the same information to your social media accounts every few weeks (keep it to your Instagram stories to maintain that air of ephemerality).
3. Tap into the retiree market
Retirees know how to work, want to work, and might have decades of experience, depending on which industry they came from. They also are more likely to have flexible schedules, which make them a natural fit for seasonal businesses. All in all, they’re a valuable—and often untapped—talent pool.
That's not just anecdotal. The share of small-business employees aged 65+ has grown 50% since January 2019, per Gusto's own payroll data, as more retirees choose to stay in or return to the workforce.
Try kicking off your search by adding job postings these job boards:
4. Host your own job fair
Throw your own shebang, or grab a booth at a local university career fair. You could even make it into a small carnival-type deal with free food and fun activities. Think ring tosses, guessing games, and prize spinners to make people want to stop and chat with you.
Bring paper applications (or an iPad where people can apply), a current employee to share their experience, and some swag so people can remember you.
Seasonal hiring doesn’t have to be a year-long headache. The trick is to start early, get creative, and show your potential candidates how much they’ll enjoy working with you—even if it is a short-term thing.
FAQs
Are seasonal workers subject to the same labor laws as full-time employees?
Yes, seasonal employees are covered by the same wage and hour laws as the rest of your team, including the Fair Labor Standards Act (FLSA). Overtime, minimum wage, and record keeping all still apply. A narrow exception exists for certain seasonal recreational businesses (think summer camps, pools, ski resorts), but it's easy to misapply, so it's worth a quick check with an HR or legal expert if you think it might fit your business.
Should I classify seasonal workers as W-2 employees or 1099 contractors?
Most seasonal workers should be classified as W-2 employees, not 1099 contractors. If you set their hours, provide their equipment, and direct their day-to-day work, they meet the IRS and Department of Labor tests for employee status. Misclassifying a seasonal worker as a contractor can trigger back taxes and penalties. When in doubt, treat them as an employee.
How far in advance should I start recruiting seasonal employees?
Start recruiting 8 to 12 weeks—about two to three months—before your peak season begins. That gives you enough time to source candidates, run background checks, and complete onboarding before the rush hits. Starting even a few weeks ahead of your competitors can help you land stronger candidates from a less picked-over pool.
Do I need to offer seasonal employees the same benefits as full-time staff?
No, seasonal workers generally don't need the same benefits as your full-time staff. The ACA excludes them when determining if your business is large enough to be required to offer health coverage, as long as your workforce tops 50 full-time-equivalent employees for 120 days or fewer per year. A benefits advisor can confirm if your seasonal roles qualify.
Quick note: This is not to be taken as tax, legal, benefits, financial, or HR advice. Since rules and regulations change over time and can vary by location, consult a lawyer or HR expert for specific guidance.
