For many small businesses, the run-up to Christmas or other peak trading periods brings both excitement and pressure. Orders soar, customer footfall rises, and your regular team can quickly reach their limits. Bringing in temporary staff can be the perfect solution, but only if you recruit well.
Hiring temporary workers isn’t just about filling gaps. Done right, it gives your business flexibility, resilience, and a ready-made pool of people you can call on again in future busy seasons. Here’s how to approach it effectively.
1. Plan ahead
The biggest mistake small businesses make when hiring for peak seasons is waiting until the rush is already upon them.
Start planning at least six to eight weeks in advance. Look back at your previous year’s trading data:
- When did demand peak?
- Which roles felt overstretched?
- Where did service standards slip?
From there, decide how many extra people you’ll need, what skills they’ll require, and for how long. A simple staffing forecast will make the rest of the process much easier and less stressful.
2. Decide how you’ll source your temporary staff
There are several routes to finding seasonal or temporary help, each with advantages and drawbacks depending on your business size and budget.
a. Direct recruitment
Advertising and hiring staff yourself gives you full control and is usually the most cost-effective option for small teams. You can:
- Post on free or low-cost platforms such as Indeed, Facebook Jobs, or local community pages.
- Contact local colleges or universities, students often look for short-term festive work.
- Use your own website and social media channels to reach customers who already like your brand.
The main challenge is time. You’ll need to manage adverts, sift applications, and organise interviews yourself, which can be demanding during a busy trading period.
b. Employment agencies
Recruitment agencies can be a useful shortcut when you need people quickly. They handle advertising, screening, and often payroll too. You simply pay an hourly or daily rate.
There are two main models:
- Agency workers, who remain employed by the agency (you just direct their work).
- Temp-to-perm arrangements, where the agency introduces someone who can join you directly after a trial period.
This route costs more per hour, but it saves time and reduces admin, especially valuable if you’re hiring several people at once or covering varied shifts.
c. Labour-only subcontractors or freelancers
For specific, skilled tasks, such as photography, event management, or digital marketing, consider hiring freelancers. You’ll pay them on invoice rather than payroll, so they manage their own tax and insurance.
This approach works best for clearly defined, project-based roles, not for regular shift work where you control hours and methods (which could actually make them workers or employees in law).
d. Word of mouth and returning staff
Never underestimate your own network. Many small businesses successfully rehire reliable people from previous seasons or take recommendations from existing staff.
Keep a list of good seasonal workers from past years, and contact them early. Familiar faces need minimal training and usually hit the ground running.
3. Write a clear and honest job advert
Whether you’re posting on a job board or in your shop window, a concise, transparent advert saves time later. Include:
- The expected start and end dates
- Typical working hours (and whether weekends or evenings are required)
- The rate of pay and when wages are paid
- A brief outline of duties
- Any essential requirements, such as age limits for late-night work or driving licences
Being upfront about hours and duration helps filter out candidates who won’t be available when you need them most.
4. Keep the screening process simple but focused
Speed is important when recruiting temporary staff, but a quick chat can still tell you a lot.
For most seasonal roles, one short interview or phone call is enough. Focus on:
- Availability throughout the busy period
- Previous experience in similar environments
- Communication and reliability, particularly important for customer-facing roles
- Basic understanding of your business values
If possible, run a short paid trial shift. You’ll quickly see who can keep up and fit in with your existing team.
5. Make onboarding quick and effective
Temporary staff often join right as things get hectic, so your induction process needs to be streamlined. Prepare a short checklist covering:
- Health and safety essentials
- How to clock in and out
- Customer service standards
- Who to speak to for rota or payroll questions
Even 30 minutes of structured onboarding can prevent confusion and mistakes later.
Provide everything in writing, including contact details, pay frequency, and shift patterns, so there’s no ambiguity once they start.
6. Treat temps like part of the team
Temporary staff may only be with you for a few weeks, but they’re representing your business during your busiest time. A welcoming environment and small gestures of appreciation make a big difference.
Include them in staff briefings, invite them to any festive get-togethers, and thank them personally at the end of the season. People who feel valued are far more likely to return next time, saving you time and training costs.
7. Keep good records
Even if they’re only working for a short spell, keep a clear record of each temp’s:
- Contact and payment details
- Hours worked
- Contract or assignment dates
This helps with payroll, ensures compliance, and builds a database of trusted workers for future seasons.
In summary
Hiring temporary staff for busy seasons takes planning and clarity, but it doesn’t have to be complicated.
- Plan early and know what roles you need.
- Choose your sourcing method, direct hire, agency, freelancer or returning staff.
- Be transparent in your job adverts and onboarding.
- Keep communication open and include temps in your team culture.
Do it well, and you’ll not only survive the seasonal rush, you’ll build a reliable, returning workforce that grows stronger each year.
If you would like any further advice, do get in touch.