Being the busiest shopping season of the year, retail sales during the holiday months can account for as much as 20-40% of a retailer’s annual sales. That’s a lot of revenue–and it takes a lot of additional work to achieve. That’s why the holiday season always brings about a spike in temp hiring.
If you’re one of the many merchants looking to hire seasonal employees in the next few months, it’s high time that you start looking, vetting and training people. Remember, you’re competing with a lot of other retailers for talent these days, so the sooner you get started, the better.


Below are a few tips that you can use in your seasonal staff-hunting efforts this year. Check them out and see what you can apply in your business.

On finding great hires:

Everyone is familiar with the usual hiring routes of posting to job boards and using sites such as Monster, Indeed, and CareerBuilder. So rather than rehashing these points, this section will shed light on tactics beyond traditional job ad posting. Have a look at the following employee hunting tips you could try:


You’ll want to hire people who are naturally enthusiastic about your brand or products. The best way to find these individuals is by looking at your customer or fan base.

“Who would be better to represent you and your business over the holiday season than a enthusiastic customer, vendor, or fan?” says business consultant Jennifer Martin of Zest Business Consulting. “Contact any cheerleaders personally with a special offer just for them.”

One example of a retailer is doing this vape shop (and awesome Vend customer) Good Guy Vapes. Owner Shoaib Iqbal shares that they regularly hire existing customers as their employees. In fact, when they decided to expand their business, their first hire was one of their patrons.

“Our first employee was a customer and we’ve continued that tradition ever since. We mostly hire enthusiastic customers.”

See if you can go down the same route in your business. If you’re looking for new staff members, get in touch with customers and fans and see if they’re interested in working for you.


Having trouble finding new hires outside the company? Consider asking your existing employees for help.

Doing so won’t just make staff hunting easier, but it may also make onboarding and training faster and simpler for everyone. As Jennifer puts it, “A new hire may also enjoy working with someone they know and their ramp up time to train might be faster because they’ll be more engaged.”

Just be sure to set boundaries, she adds. Retailers should lay out rules for “what is acceptable and what is expected when hiring friends and family.”


Think back to your previous employees, identify individuals that you enjoyed working with, then get in touch to see if they’re willing to come back to work this season.

Again, this will make prospecting and training a whole lot easier. Since these employees already have experience working with you, they’re already familiar with your store’s policies and processes, and will require less training.


Remember, you’re not the only retailer looking for great seasonal hires, so you need to find ways to stand out. One of the ways to accomplish this is to write compelling and creative job postings.

Check out what is doing. The company, which also owns, hires around 1,500 temporary workers during the Halloween season.

And because of the large number of people they need to hire, the company has to write job posts that stand out.’s VP of Marketing Troy Eaves, told us in a previous article that they do this by getting “really, really creative to attract such a large number of potential employees” and by writing job posts that “create a sense of overall joy from the company and people.”

Have a look at this sample job description that they posted last year:


Consider emulating their tactics when you’re hiring new people. Ditch the generic job posts and write something creative. Publish a job post that not only shows off the personality of your brand, but also makes applicants feel positive about working for you.


Speaking of creativity, you’ll also want to think outside the box when staff-hunting, advises Jennifer. Rather than just going with traditional hiring methods or waiting for people to come to you, why not be more proactive with your efforts?

“If you have a few key employees and you want to find others just like them, then learn about them just like you would with defining your ideal clients,” she adds. “Find out what their hobbies are, where they spend their down time, and what they do for fun. If you find that a number of your ideal workers take yoga, then guess where you’ll find more people like them? Yup, at yoga classes.”

On training and motivating seasonal hires:

Once you’ve found the right employees, it’s time to train them for the season ahead. Now, having seasonal hires poses a challenge for retailers because some of them may not be as motivated as full-time employees who are in it for the long run.

Fortunately, there are several steps you can take to train, engage, and motivate them to fully exert themselves on the job. Here’s how:


Utilizing multiple training methods and materials can facilitate learning and help your staff pick up and retain information more effectively.

According to Jennifer, it would be ideal to have your systems or processes documented in a variety of ways. “For example if you want to teach someone how to ring up a gift card, have ready not only written instructions but pictures or videos showing the dos and the don’ts so your new employees will know when they are getting it right.”

The same goes for operating your equipment and software. In addition to showing your staff how it’s done in-store, prepare a written or recorded tutorial that they can refer to later on.


If you’re a Vend customer, you can easily accomplish this with Vend U, which contains various courses and how-to videos on using the software. Check out these materials by logging into the learning portal, and use them to train your staff.


Melissa also recommends that you let your old-timers mentor your seasonal employees. Not only will this help them get up to speed faster, but it’ll also minimize having an “us and them” type of environment.


“Because of their generally lower wages, temps are highly motivated by money,” writes Rieva Lesonsky on That’s why she recommends that employers incentivize seasonal workers with cash bonuses or prizes.

She furthers:

Consider holding contests with cash prizes (it doesn’t have to be a ton of money) or setting goals for each temp with a bonus to be awarded if the goals are reached by the end of their employment term.

You could even offer a bonus for perfect attendance, since absenteeism can be a problem with temporary workers.


If there are opportunities for full-time employment at your stores, be sure to let your temps know. This could encourage them to be more invested in your company.

And since these individuals have already undergone a bit of training in your store, you’ll spend less time educating them in the future, if you do end up hiring them full-time.

Final words

The holiday season is always hectic, but with the right team members, staying on top of everything is completely doable. If you haven’t done so yet, get started on your seasonal hiring and training by following the tips in this post.