What Employers Need to Prepare for Peak Hiring Season

For many regional Australian businesses, the busiest time of year can arrive quickly. Harvests need to be brought in, tourist numbers increase, accommodation bookings rise, events get underway and customers expect the same level of service as always.

The challenge is that your busiest season is often when everyone else is hiring too.

Waiting until you urgently need staff can make recruitment more difficult, particularly in regional and remote areas where the available workforce may be smaller. Jobs and Skills Australia research has found that employers in regional areas can face additional recruitment challenges related to location and the availability or suitability of applicants. (Jobs and Skills Australia)

The good news? With some forward planning, you can enter peak season with a workforce that is ready to go.

Start Planning Before You Need Staff

One of the biggest hiring mistakes employers make is starting recruitment when the need becomes urgent.

Instead, look at your business calendar and identify when demand is likely to increase.

Ask yourself:

• When does our peak season begin?
• When do we need our full team in place?
• How many additional workers will we need?
• Which positions are essential?
• How long will each position be required?
• Are there particular skills or licences we need?
• Will workers need accommodation or other support?

Seasonal labour requirements can vary significantly between regions and industries. Agriculture is an obvious example, with peak labour periods occurring at different times across Australian states and territories depending on crops and growing conditions. (Agriculture, Fisheries and Forestry)

Don’t simply plan around the calendar. Consider previous seasons, expected workloads, weather conditions, bookings, crop forecasts and any changes to your business.

Build a Seasonal Hiring Calendar

Once you know when you need staff, work backwards.

For example, if your peak season begins in December, don’t wait until December to advertise.

A simple hiring timeline might look like this:

3–4 months before peak season:
Confirm staffing requirements, job descriptions, pay rates and accommodation arrangements

2–3 months before:
Advertise positions and begin collecting applications

6–8 weeks before:
Interview candidates, check references and make offers

4 weeks before:
Confirm start dates, rosters, accommodation and onboarding requirements

1–2 weeks before:
Complete final training and make sure everyone has the information they need to start successfully

The exact timeline will depend on your industry, but the principle is simple: give yourself enough time to find the right people rather than settling for whoever is available at the last minute.

Write Job Advertisements That Actually Attract Workers

A vague job advertisement can cost you good applicants.

Travelling and seasonal workers often need to make decisions about where they will be living and working, so give them enough information to decide whether the position is right for them.

Your advertisement should clearly explain:

• Job title and duties
• Location
• Start and finish dates
• Expected hours
• Pay and employment conditions
• Required experience or qualifications
• Accommodation options, if available
• Whether meals or other benefits are provided
• Whether the position is suitable for travelling workers
• How to apply
• When you expect to make a hiring decision

If the role is in a regional or remote location, don’t assume applicants know what living and working there will involve. A good job advertisement sells the opportunity, not just the job.

Be Honest About the Work

Seasonal workers appreciate knowing what they are signing up for. If a job is physically demanding, involves early starts, outdoor work, long days or working in hot or cold conditions, say so.

This isn’t about putting applicants off. It’s about attracting people who are genuinely suited to the role.

The Australian Government notes that seasonal agricultural work is common and can involve full-time hours and living in regional Australia, so setting realistic expectations from the beginning is important. (Employment and Workplace Relations)

Clear expectations can also reduce turnover once the season begins.

Make the Application Process Simple

Peak-season applicants may be applying for several jobs at once.

If your application process is complicated, slow or requires unnecessary paperwork before you even make contact, you risk losing good candidates.

Consider:

• Keeping the initial application short
• Responding promptly to enquiries
• Clearly stating what information you need
• Using phone or video interviews where appropriate
• Making decisions quickly when you find a suitable candidate
• Keeping good applicants in your database for future seasons

A fast response can make a real difference when competing with other employers for seasonal workers.

Think Beyond Your Local Workforce

Regional businesses don’t necessarily have to recruit exclusively from their immediate area.

Travelling workers, grey nomads, seasonal workers and other mobile workers can provide a valuable workforce for businesses that need staff for a defined period.

For many travelling workers, seasonal employment is part of a broader lifestyle that allows them to earn an income while exploring different parts of Australia.

This can be particularly useful for businesses with predictable seasonal peaks.

Workabout Australia connects regional employers with travelling workers looking for short-term, casual and seasonal employment opportunities, helping businesses reach a workforce that is already interested in working on the road.

Consider What Makes Your Job Attractive

Pay is important, but it isn’t the only factor workers consider.

Think about what else you can offer.

For example:

• Your location (often a big plus for travelling workers!)
• Flexible rosters
• Guaranteed hours
• Accommodation
• Work close to caravan parks or camping facilities
• Staff discounts
• Training
• Opportunities for repeat seasonal work
• A welcoming workplace
• Predictable start and finish dates

For travelling workers, practical details can be especially important. Knowing where they can stay, whether they can bring a caravan or vehicle and how long the position is expected to last can make your role much more attractive.

Prepare Your Workplace Before Employees Arrive

Recruitment doesn’t finish when someone accepts the job.

Before your seasonal team arrives, make sure you have everything ready.

Prepare:

• Employment paperwork
• Rosters
• Uniforms or protective equipment
• Tools and equipment
• Training materials
• Accommodation arrangements
• Site inductions
• Emergency procedures
• Contact information
• Payroll and timesheet processes

A well-organised first day gives seasonal employees confidence that they’ve made the right decision.

It also reduces the pressure on permanent staff who might otherwise have to train new employees while simultaneously dealing with peak-season demand.

Get Your Permanent Team Ready Too

Seasonal hiring can affect your existing employees.

Before the busy period begins, explain:

• How many seasonal workers are joining
• What their responsibilities will be
• Who will train them
• Who will supervise them
• How workloads will be divided
• Who they should approach with questions

Your permanent employees shouldn’t feel as though seasonal workers are simply being dropped into the business without a plan.

Good communication helps everyone work together.

Don’t Forget Employment Obligations

Busy periods are not an excuse to cut corners.

Make sure employees are engaged under the correct employment arrangements and receive the appropriate pay and conditions for their role. This is particularly important when hiring seasonal, casual, temporary or travelling workers.

Employers should also make sure they understand any relevant award requirements, minimum rates, record-keeping obligations, workplace health and safety responsibilities and visa-related requirements where applicable.

For agriculture employers, for example, Australian Government programs provide information and assistance around recruiting workers, including options for eligible businesses experiencing labour shortages. (Employment and Workplace Relations)

If you’re unsure about your obligations, get professional advice rather than relying on assumptions.

Create a List of Reliable Workers for Next Season

One of the smartest things you can do during peak season is identify the workers you’d happily employ again.

At the end of the season, keep appropriate records of:

• Who performed well
• Who was reliable
• Who had the right skills
• Who worked well with the team
• Who was interested in returning

Then contact those workers before your next peak season. Repeat workers can be incredibly valuable because they already understand your workplace, your expectations and the job.

You can also encourage good seasonal employees to return by letting them know early when you expect to need them again.

Don’t Leave Recruitment Until the Last Minute

Regional businesses often have to compete for workers, particularly when multiple industries enter their busy periods at the same time.

Current labour-market data continues to show significant recruitment activity across regional Australia, while Jobs and Skills Australia provides monthly vacancy data that can help employers understand demand across regions and occupations. (Jobs and Skills Australia)

The businesses that prepare early have a major advantage.

Rather than asking, “Where can I find someone to fill this position next week?”, start asking:

“What workforce will we need next season, and how can we secure those people now?”

A Simple Peak-Season Hiring Strategy

Before your next busy period, make sure you can answer these five questions:

1. When do we need staff?
Identify your peak dates as early as possible

2. How many people do we need?
Plan for your expected workload rather than reacting when you’re already understaffed

3. Where will we find them?
Consider local workers, returning employees and travelling or seasonal workers

4. What will make our job attractive?
Be clear about pay, hours, accommodation, flexibility and other benefits

5. What happens after they apply?
Have a fast, organised process for interviewing, hiring, onboarding and training

Prepare Now for Your Next Peak Season

Peak hiring doesn’t have to be stressful. The key is to treat seasonal recruitment as part of your annual business planning rather than an emergency that happens when you’re already busy.

Start early, create clear job advertisements, communicate expectations, make the application process easy and think beyond your immediate local workforce.

For regional employers, travelling workers can be an excellent addition to your seasonal workforce, particularly when you need reliable people for a defined period.

Need seasonal staff for your next busy period? Workabout Australia helps regional employers connect with travelling workers looking for short-term and seasonal opportunities.

Plan ahead, advertise early and give yourself the best chance of having the right people in place when your busy season begins.