Seven seasonal hiring best practices for hotel and hospitality teams

Summer is here, and for those in the hotel and hospitality industry, this often means packed resorts, full bookings, and an uptick in demand. With this increased activity comes the need for seasonal hires – temporary employees brought on board to handle the influx of guests and ensure operations run smoothly.

However, while seasonal staffing can be a lifesaver during the busy months, it can also present challenges if not approached thoughtfully. Hiring, training, and managing these workers in such a fast-paced environment requires careful preparation and execution. The following are some best practices for hotel and hospitality teams looking to optimize their seasonal hiring strategies.

1. Start recruitment early

Waiting until the last minute to bring on seasonal workers can lead to shortages, stress on your full-time employees, and ultimately, a lower level of service for your guests. To avoid this, it’s crucial to begin recruitment well before the busy period starts. Many businesses start posting job ads and holding interviews at least two to three months in advance. By planning ahead, you can attract top talent and give yourself plenty of time to assess the candidates and certify they’re a good fit.

Leverage job boards, social media, and even local hospitality schools to advertise positions. Partnerships with schools can be especially effective, as students studying hospitality may be looking for seasonal work to gain practical experience.

2. Streamline the hiring process

Speed is often essential when hiring for temporary roles. Many seasonal workers apply to multiple jobs, and long, drawn-out hiring processes can cause you to lose top candidates. To streamline, consider implementing automated systems for reviewing applications and scheduling interviews. While nothing can fully replace the human element in recruitment, pre-screening questions and video interviews can make the procedure more efficient by filtering candidates before committing to in-person meetings.

3. Provide comprehensive training, fast

Once the hires are on board, equipping them with the necessary skills is key. While time may be limited for comprehensive onboarding programs, it's important to offer enough preparation to ensure new employees can perform their duties competently and confidently. Focus on concise, targeted sessions that cover the most critical aspects of their role. A blend of in-person guidance, shadowing experienced team members, and digital learning modules can help simplify this initiative.

Cross-training can also be a great advantage, particularly in smaller hotels. By teaching seasonal staff to handle multiple roles, you'll have the flexibility to reassign them as needed during busy periods.

4. Create a supportive work environment

The hospitality industry is known for its demanding work environments. During peak times, this can become even more intense. Confirming that seasonal hires feel supported and valued is key to their job performance and retention. Establish clear communication channels, offer regular feedback, and make sure managers are available to answer questions and address concerns.

Pairing seasonal employees with those that are full-time can also create a mentorship dynamic, where new hires have someone to turn to for advice and guidance. A positive work environment can boost morale, increase productivity, and encourage them to return year after year – especially valuable if they’re students seeking consistent summer work.

5. Focus on engagement

Seasonal workers, while temporary, are still an essential part of the team and should be treated as such. Engaging them through team-building activities, recognition programs, and incentives can go a long way in maintaining high levels of motivation and performance. Perks like team cookouts or ice cream days can help build camaraderie.

Something as simple as a weekly shout-out for standout employees or offering small bonuses for excellent customer service can also foster a sense of belonging and pride. Happy workers provide better service, which in turn enhances guest satisfaction – a win-win for both employers and business.

6. Prepare for flexibility

In the hospitality industry, guest numbers can fluctuate. Being overstaffed during a lull or understaffed during a surge can create inefficiencies. To mitigate this, consider hiring a mix of full-time, part-time, and on-call employees. On-call workers, in particular, can offer the flexibility needed to manage unpredictable busy days without overcommitting your budget.

7. Plan for post-season transitions

As the summer winds down, it’s important to manage the transition for your seasonal staff. Exit interviews are a great way to gain insights into what went well and what can be improved for the next hiring cycle. Offering strong performers the opportunity to return in the future or recommending them for other roles within the company can also build goodwill and ensure a pool of reliable candidates for future needs.

Seasonal hiring is a major component of success in the hotel and hospitality industry, especially during peak times of the year. By planning ahead, hospitality teams can certify that they are well-staffed and ready to provide excellent service. When done right, seasonal hiring can meet immediate needs and create a foundation of experienced workers who can return year after year, contributing to the overall success of the organization.