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Hiring Seasonal Help for Your Restaurant

From rooftop bars to dining patios, sunshine is sure to bring customers to your outdoor areas during the summer months. Instead of stretching your staff too thin, consider hiring seasonal help to handle the annual influx of guests. Follow these guidelines to stay on top of your busy season without compromising service or quality.

What to Consider Before Hiring Seasonal Help

Advantages of Hiring Seasonal Help

Before jumping right into the hiring process, ask yourself these questions to determine whether seasonal help is the right solution for your establishment.

  • Are we busy at the same time every year? There’s a big difference between a steady growth in customers and encountering a busy season. If your restaurant seems to experience busy times consistently throughout the year, it may be time to expand your full-time staff. Alternatively, if year after year you experience a hike in business around Mother's Day to Labor Day or Thanksgiving and New Year’s Day, this is a good indication seasonal help could be beneficial.
  • Do I have the time to train new staff? Taking the time to properly and thoroughly train seasonal help can be unappealing for business owners. It’s a time-consuming process for a short-term situation. However, it’s important to remember that every staff member, whether full-time or seasonal, represents your company to the customer, and a compromise in customer service could cost your reputation.
  • Do I understand the legal impact of hiring seasonal workers? Restaurant owners may not realize that seasonal employees could be eligible for certain benefits such as unemployment. Because this varies state by state, it is recommended you check your local regulations before bringing on new staff members. Similarly, contact your insurance company about coverage for seasonal employees and find out how this may impact your current rates.

Hiring the Right Employees for Seasonal Help

Once you’ve decided that seasonal help will be beneficial for your business, there are several things to keep in mind when beginning the hiring process. Since these seasonal staff members are only on board for a few months out of the year, it would be a waste of time for you to interview, hire, and train someone who didn’t work out. Consider the following as you begin your candidate recruitment process.

  • Keep expectations clear in the job description. State in the title of the job posting that this is seasonal work only. An example would include “Host / Hostess (Part Time, Summer Only).” Within the job description, list out all duties you expect the candidate to perform, including any labor-intensive tasks or challenges involved.
  • Identify candidates who have the potential to become permanent, full-time employees. Instead of simply filling a temporary position, consider whether or not you could see a candidate moving on to become a full-time employee. This could save time and hassle when it comes to filling a full-time position in the future or once the season is over.
  • Look for quick learners with positive attitudes. While hiring employees with relevant experience is usually preferred, identifying candidates who learn quickly and present positive attitudes can be equally as rewarding. Seasonal workers may need to learn some skills on the job, so a willingness to do so can go a long way.
  • Begin the hiring process early. If you’re looking to fill positions for the holiday season, begin posting job descriptions toward the end of the summer. It takes time to create interest, interview applicants, and properly train new hires. Getting all of this done before your busy season ensures a smooth and stress-free transition.
  • Get referrals and recommendations from current exemplary staff members. Your staff knows what you expect of your employees. Because of this, they can make valuable connections between you and potential new hires who they believe are qualified for the job.
  • Target the right applicants. Seasonal work is ideal for high school kids and college students looking for summer jobs. Or, market your business to recent college graduates who need time to figure out their next move. Teachers looking for extra cash during the summer and retirees also make great candidates for seasonal hire.

Training for Seasonal Help

Tips for Training and Hiring Seasonal Help

Your customers won’t know the difference between temporary hires and full-time staff. Because of this, training seasonal help should be the same or very similar to the process you use to train permanent staff members. Although it’s for a shorter period of time, these temporary servers, hosts, or bartenders are being paid to represent your company name and are expected to offer the same level of customer service as full-time staff. It is recommended you train all seasonal staff members at once to save time and ensure consistency.

If you were thorough in your interview process, you should have found candidates who have good interpersonal skills and who demonstrate the ability to interact well with customers and fellow staff members. During their training period, promote the best benefits about the job to motivate and excite staff. For example, if your seasonal staff is expected to work a lot of weekend hours, remind them about the potential for great tips.

How to Keep Employees from Quitting Mid-Season

Once you’ve acquired top-notch new hires, it’s important to keep them from quitting mid-season. A sudden loss of employees can leave you understaffed and out of time to begin the hiring process over again. Along with taking the time to properly and thoroughly train seasonal hires, there are a few precautions you can take to keep staff happy during their time with your restaurant.

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