Practical Tips for Hiring and Retaining Seasonal Restaurant Staff

For restaurants, seasonal staffing is a constant juggling act. When gearing up for patio season, holiday rushes, or summer tourism surges, operators rely on a rotating cast of temporary workers to keep the business running smoothly. 

High turnover is often seen as inevitable in seasonal roles. However, with the right strategy, restaurants can build a stronger, more reliable seasonal workforce and improve the guest experience in the process.

Start Early, Hire Smart

The best seasonal teams are built long before the season starts. Begin recruitment at least six to eight weeks in advance, and tap into multiple channels such as local colleges, culinary schools, job fairs, employee referrals, and past seasonal hires. Offering referral bonuses to current staff for successful seasonal hires can also create a win-win scenario.

Don’t skip the interview basics just because the role is temporary. Ask behavior-based questions that test adaptability, customer service instincts, and team mindset. Even short-term staff should reflect your restaurant’s values.

Streamline Onboarding and Training

In fast-moving restaurant settings, onboarding should not be an afterthought. A rushed or inconsistent introduction leads to confusion, mistakes, and, ultimately, more turnover. Develop a repeatable onboarding process that introduces new hires to your team culture, job expectations, and operational procedures. Use checklists, digital training modules, or a “welcome packet” that covers everything from uniform policy to safety protocols.

Pairing new seasonal employees with a seasoned staffer for the first week can help them get oriented and serve as a go-to resource for questions. That kind of informal mentorship builds confidence quickly and helps new hires feel like part of the team.

Offer Short-Term Incentives with Long-Term Impact

It’s no secret that competitive pay drives hiring, but incentives can also play a key role in retaining seasonal staff. Offer performance-based bonuses for completing the season, hitting sales targets, or maintaining attendance.

Beyond cash, consider offering perks like shift meals, flexible schedules, or future hiring peference for top-performing seasonal workers. If employees know they’ll be first in line for rehire next season, or even for a permanent role, they’re more likely to stick around and perform well.

Set Clear Expectations from Day One

One of the fastest ways to lose a seasonal employee is by surprising them with shifting responsibilities or unrealistic workloads. During onboarding, communicate expectations clearly, such as the number of shifts per week, roles and responsibilities, dress code, and your policy on shift changes or calling out. Documenting all expectations is also recommended.

At the same time, create opportunities for feedback. Check in after their first few shifts and regularly throughout the season. Ask what’s working, what isn’t, and how you can support them. That simple act builds trust – and helps catch potential problems early.

Maintain a Culture of Respect

Just because seasonal workers are temporary doesn’t mean they should be treated as disposable. Seasonal staff often work peak shifts in high-stress conditions, and how they’re treated can affect morale as well as guest experience.

Make sure your managers know that seasonal team members deserve the same support and recognition as full-time staff. They can do this through celebrating wins publicly, acknowledging hard work, or even through a simple thank-you at the end of a hectic shift to foster loyalty.

Create a Plan for the Offboarding and Transition

At the end of the season, conduct brief exit interviews or surveys to gather feedback – what they liked, what could be improved, and whether they’d return. This is valuable insight that can guide next year’s strategy.

For standout performers, keep the door open. Let them know you’d love to have them back and provide a formal offer of early consideration for future openings. If possible, provide a letter of recommendation or a reference for their next opportunity – this goodwill can go a long way in employer branding.

Seasonal staffing doesn’t have to be a revolving door of stress. With clear communication, thoughtful onboarding, and ongoing support, restaurants can cultivate a team of reliable seasonal employees who are just as invested in great service as their full-time counterparts. In an industry where customer service is everything, investing in your seasonal staff is one of the smartest moves you can make.