If you’re an employer in a seasonal industry such as tourism, HoReCa, retail, or outdoor services, you already know that you need additional workforce during the summer. But how can you efficiently manage the entire process, which involves numerous steps such as recruitment, preparing the necessary hiring documents, drafting additional agreements, updating the electronic employee registry, calculating salaries, and submitting declarations to the authorities? We’ll walk you through the key steps to ensure you have an efficient, prepared, and motivated team – for summer and beyond.

1. Start the Recruitment Process Early

One of the most common mistakes is delaying recruitment until the last minute. In reality, the best candidates are often hired months before the peak season. Begin the hiring process at least two months in advance and set out a clear action plan.

What you can do:

• Create clear, concise, and attractive job descriptions.
• Recruit through multiple channels: online platforms, partnerships with high schools or universities, job fairs.
• Stay in touch with former seasonal employees – offer incentives to return (loyalty bonuses, priority hiring).
  

Follow Labor Legislation for Seasonal Employees

Even if you're hiring temporarily, the law still applies. Ensure every employee is correctly classified (as an employee or self-employed) and that labor laws concerning overtime and minimum wage are respected. According to Article 92 of the Labor Code:
(1) Temporary employees have access to all services and facilities provided by the user, under the same conditions as the other employees of the user.
(2) The user is obliged to provide the temporary employee with individual protective and work equipment, except in situations where the leasing contract assigns this responsibility to the temporary work agency.
(3) The salary received by the temporary employee for each assignment cannot be lower than that received by the user’s employee who performs the same or similar work as the temporary employee.
(4) If the user does not have such an employee, the salary received by the temporary employee will be established by taking into account the salary of a person hired with an individual employment contract who performs the same or similar work, as established by the collective labor agreement applicable at the user’s level.

An automated payroll system helps you accurately track worked hours and avoid costly penalties.

Automate salary payment and worked time monitoring

Managing salaries for seasonal employees can become a challenge, especially if you have teams in different locations or with variable schedules. Integrate a digital timekeeping and payroll system to avoid costly errors.

Advantages of automation:

• Eliminates the risk of human errors in salary calculation.
• Allows real-time tracking of worked hours.
• Ensures compliance with tax regulations.

Digitalize the onboarding process

Seasonal employees must be ready to start quickly. Onboarding should not take several days. An efficient process, based on digital solutions, helps new employees complete necessary documents even before their first working day.

Recommendations:

• Use digital onboarding platforms
• Include a short but well-structured training – focus on basic rules, safety, and job responsibilities.
• Encourage quick feedback – to be able to adjust the process on the go.

Build relationships – not just contracts

A satisfied seasonal employee is more likely to return next year. This reduces recruitment time and costs, as well as adaptation periods.

Long-term retention strategies:

• Offer end-of-season bonuses or gift vouchers.
• Send personalized thank-you messages or organize small recognition events.
• Keep in touch through private social media groups or newsletters.

According to a study by Inc.com, companies that maintain contact with seasonal employees are up to 40% more likely to reactivate them in the next recruitment campaign.

Be realistic in expectations, but generous in recognition

In a busy season, it’s easy to treat temporary employees as a transitional resource. But for them, seasonal work can be essential – whether it’s for extra income or relevant professional experience.

What matters:

• Offer a well-organized work environment, where they feel respected
• Be open to ideas and feedback – even if the employees are temporary
• Recognize their contribution sincerely – a simple thank you can make a difference.

Work with a personnel leasing agency that takes over the recruitment process

Smartemp offers you support in identifying and attracting seasonal candidates, adapting to the specific needs of each industry. With vast experience in recruitment for sectors such as retail, logistics, transportation, human resources, finance, IT&C, IT help desk, office management, we offer you the following advantages:

With a well-prepared plan, digitalization, legal compliance, and empathy, you can turn the summer season into a success not just for your business, but also for your team. And you can have all recruitment actions, document preparation, salary calculation, and declaration submission in order if you collaborate with a personnel leasing agency.

Think of these steps as an investment, not just in one season, but in a sustainable organizational culture, regardless of business fluctuations throughout the year.

Sources:

Dominion Payroll – Spring is in the air, and for seasonal businesses, that means one thing—hiring season is in full bloom!
SHRM – Seasonal Hiring Tips for Employers
Forbes – Tips for Making Your Seasonal Hiring Process Smooth, Efficient And Effective
Inc. – How to Hire Seasonal Employees

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