When patio season hits, so does panic. Lines grow longer. Schedules get tighter. And suddenly, you’re trying to staff up without slowing down.
Hiring and training seasonal employees can be the boost your restaurant needs to power through peak season, but only if you approach it with intention (and the right tech in your corner).
Here’s how to build a high-performing seasonal team that delivers on-brand guest experiences and protects your bottom line.
Yes, you need to start hiring before the rush. But what’s even better? Knowing exactly who you need, when you need them, and for how long.
Modern labor forecasting tools take historical sales, weather patterns, events, and real-time trends to help you build accurate staffing models. Get started by:
If you’re only bringing people in to fill gaps, you risk high turnover and unhappy guests. Seasonal workers still represent your brand, and that means they need to be more than just warm bodies. Instead, they need to be capable and coachable, even if they’ll only be around for a short period.
Start by clearly defining the roles, like which positions require prior experience, and which can be trained on the job. Then, target the right candidate pools. College students, teachers on break, retirees, or even past high-performing employees are all strong options for short-term roles.
Finally, meet candidates where they are: on their phones. Most job seekers apply via mobile, so if your recruiting process isn’t mobile-friendly, you’re not only making things harder on yourself, but you may also be disappearing from the radar entirely.
Got the hires? Great. But don’t just toss them onto the floor with a menu and a prayer. A chaotic or rushed onboarding experience can increase turnover and delay productivity. Set new team members up for success with structured digital onboarding checklists and interactive training modules that walk them through your systems, policies, and expectations.
Pair them with a mentor or shadowing partner for the first few shifts to ease the transition and encourage relationship-building. And from day one, reinforce your key standard operating procedures, service expectations, and brand values, so every employee understands not just how to do the job, but how to do it your way.
Don’t fall into the trap of lowering your standards just because someone’s temporary. Seasonal workers should be held to the same expectations as permanent staff.
Set the tone early by including them in pre-shift meetings, recognition programs, and any team perks or incentives you offer. This creates a sense of belonging and accountability. Post job checklists and shift expectations somewhere visible, like the kitchen or break room, so they have a clear reference point. And don’t wait for mistakes to speak up: monitor performance consistently and offer real-time feedback that reinforces what they’re doing well. That level of support helps even short-term hires deliver long-term value.
The fastest way to lose a good seasonal hire? Burn them out with clunky, rigid schedules that don’t consider their availability or your real labor needs.
Use dynamic scheduling tools to build shifts based on forecasted sales and foot traffic, so you’re never over- or understaffed. Give team members visibility into their schedules, along with the flexibility to swap or pick up shifts easily. The more control they have, the more likely they are to stick around.
After the rush is over, take stock. What worked? What didn’t? Every busy season is an opportunity to fine-tune your staffing strategy and make the next one smoother.
Start by asking the right questions: Which roles were the toughest to fill? Which hiring channels brought in the best candidates? How long did it take, on average, to get new hires up to full productivity?
By reviewing what worked and what didn’t, you can build a smarter, more efficient seasonal staffing playbook year over year.
Seasonal hiring doesn’t have to be a last-minute scramble. When your systems are dialed in, you can stay fully staffed without overspending, onboard new hires without chaos, and deliver consistently great service even during your busiest shifts. The result? Lower labor costs, happier guests, and a seasonal team that actually strengthens your business.
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