The hospitality and events industries experience fluctuating demand, with peak seasons often requiring a larger, more versatile workforce. Events like holidays, festivals, and tourist seasons bring a surge in visitors, placing increased pressure on businesses to maintain high service standards. Meeting these seasonal event staffing demands can be challenging, as it requires finding and retaining skilled employees who can handle the fast-paced nature of the industry. Here are strategies to help hospitality and event businesses effectively hire and manage staff to meet seasonal demands.
In the hospitality and events sectors, demand is highly influenced by factors such as holidays, weather patterns, and local events. For example, hotels and resorts experience a spike in occupancy during school holidays or peak tourism months, while event venues see increased bookings around weddings, festivals, and corporate functions. Understanding these seasonal trends allows businesses to anticipate staffing needs and plan ahead.
Mapping out these demand cycles is the first step in effective seasonal hiring. By analysing historical data and forecasting upcoming events, businesses can determine when they’ll need extra staff and in what roles, whether it’s servers, bartenders, event planners, or housekeeping staff. Knowing your peak seasons also helps you align recruitment timelines, so you have enough time to onboard new hires before demand hits.
Seasonal hiring presents unique challenges, as businesses must find reliable workers for short-term roles. Here are some strategies to help hospitality and event businesses attract and retain seasonal staff:
The sooner you start recruiting, the more time you’ll have to find and vet quality candidates. Seasonal workers often plan their availability in advance, and an early recruitment drive can help you secure talent before competitors start hiring. By advertising positions a few months before peak season, you can create a larger talent pool and allow time for training, ensuring that new hires are fully prepared when demand spikes.
Starting early allows for a more thorough selection process. Instead of rushing through interviews and screening, you can take the time to identify candidates who not only have the necessary skills but are also a good fit for your business culture.
With so many people looking for short-term work, online job boards and digital platforms can be effective tools for recruiting seasonal staff. Platforms like Indeed, Seek, and specialised hospitality job sites can help you reach a broad audience of job seekers. Social media channels, especially LinkedIn and Facebook, are also useful for posting job openings and connecting with local talent.
Consider also partnering with local institutions, such as hospitality schools or universities, to access a pool of students looking for seasonal work. Many students and young professionals are eager to gain experience in the hospitality industry, making them ideal candidates for temporary positions. Digital platforms also allow you to highlight the perks of working with your company, such as flexible hours, a fun work environment, or opportunities for future full-time employment.
Effective training and onboarding are essential for seasonal staff, who often have limited time to get acquainted with the business. A structured training program ensures that new hires understand their roles and responsibilities, helping them perform effectively from day one. Training should cover essential skills, such as customer service standards, health and safety protocols, and task-specific procedures, whether it’s setting up event spaces, handling guest requests, or maintaining cleanliness standards.
Onboarding also plays a key role in making seasonal employees feel valued and integrated into the team. Provide clear expectations, introduce them to other team members, and create an environment where they feel comfortable asking questions. Well-trained seasonal staff are not only more efficient but also more likely to stay on throughout the season and return in future years.
The competition for seasonal workers can be intense, especially during high-demand periods. To attract quality talent, offering competitive pay is essential. Consider offering benefits such as flexible scheduling, performance bonuses, or meal discounts for staff in hospitality roles. Perks like these make seasonal positions more attractive and increase the likelihood of finding dependable, motivated employees.
For example, offering flexible hours may attract students who need part-time work or individuals who are balancing multiple jobs. Performance-based incentives can also motivate seasonal employees to deliver excellent service, as they feel rewarded for their hard work. Fair compensation and added benefits show that you value your seasonal staff, making your business a preferred employer for temporary positions.
Instead of starting from scratch each season, it’s beneficial to build a database of reliable seasonal workers who have performed well in the past. Keeping records of previous employees allows you to reach out to them first when hiring for the next peak season. This approach saves time on recruitment, as former employees are already familiar with your business and may require less training.
Stay connected with past seasonal workers by maintaining an open line of communication. Periodically send them updates or offer them other temporary roles if available. By building a talent pool, you can develop a network of skilled, loyal workers who are more likely to return, reducing your recruitment costs and training time.
Hiring the right people is only part of the equation; retaining and managing seasonal staff effectively is essential to ensure consistent performance throughout the season.
The hospitality and events industries can be fast-paced and demanding, especially during peak seasons. Creating a positive work environment can help seasonal employees feel valued and supported, reducing stress and improving morale. Show appreciation for their hard work by recognising their achievements, offering constructive feedback, and organising small incentives, such as team meals or employee-of-the-week recognitions.
A positive work culture not only boosts motivation but also encourages seasonal employees to stay engaged, even during busy periods. Seasonal workers who feel respected and appreciated are more likely to return for future seasons, contributing to a steady, reliable team.
Many seasonal workers view temporary jobs as an opportunity to gain experience and develop their skills. By offering skill development opportunities, you can add value to their experience and enhance their performance. For example, provide training sessions on customer service, problem-solving, or event management. Learning new skills can boost their confidence, and well-rounded employees are more adaptable and better equipped to handle the challenges of the season.
Offering professional development also demonstrates your commitment to their growth, which can improve retention rates. Employees who feel they’re gaining valuable experience are more likely to put forth their best effort and return for future roles.
Clear communication is essential for managing seasonal staff effectively. Because they’re only with the business for a limited time, seasonal employees benefit from clear instructions, regular check-ins, and feedback on their performance. Hold daily briefings to outline the day’s tasks and address any questions or concerns. Regular communication ensures that seasonal staff understand their roles, meet service expectations, and feel supported by their supervisors.
Frequent feedback sessions also give managers an opportunity to acknowledge good work and address areas for improvement. Open communication fosters a collaborative environment, helping seasonal employees feel comfortable and motivated to contribute to the business’s success.
Meeting seasonal demand in the hospitality and events industries requires careful planning, effective recruitment, and efficient management. By starting event recruitment and labour hire planning early, using digital platforms, offering competitive pay, and focusing on training, businesses can attract and retain quality seasonal staff. A positive work environment, opportunities for skill development, and clear communication help seasonal employees feel valued and motivated, leading to consistent performance and customer satisfaction. With the right approach to hiring and managing seasonal workers, businesses can navigate peak seasons successfully, ensuring high-quality service and a smooth operational flow.