How to Keep Great Seasonal Workers After the Holidays

According to the American Staffing Association, staffing employment for temporary and contract hires typically decreases from Q4 to Q1 as businesses scale back after the holiday rush.¹ This predictable pattern creates a self-fulfilling cycle where employers assume they won’t need workers in the new year and automatically terminate seasonal contracts. However, this traditional approach overlooks the reality that regular attrition, unexpected departures, and ongoing operational needs mean you’ll be hiring again soon anyway.  

Why not keep the great workers you’ve already trained instead of starting from scratch?  

This article dives into the value of transitioning temporary workers to full-time employees and the best strategies to do so. 

The Value of Retention 

Converting high-performing seasonal workers into permanent employees delivers concrete benefits that impact both your operational efficiency and your financial performance. Some examples are: 

1. Trained talent is valuable for businesses. 

Much of your time and resources have already been devoted to training your seasonal staff. They’ve learned about your systems, safety protocols, equipment operation, and quality standards. They also understand the workflow and know how to work effectively with your existing team.  

When you let these workers go, all that training investment leaves with them. Bringing them back as permanent employees means you skip the entire onboarding and training cycle. They can contribute at full productivity from day one because they’ve already proven they can do the job well. 

2. Retention reduces Q1 hiring pressure dramatically. 

The first quarter typically brings budget reviews, strategic planning, and operational adjustments. Adding urgent hiring needs to an already demanding period only increases stress and strains resources.  

By converting proven seasonal workers into permanent roles, you fill positions before they become vacant. This proactive approach eliminates the scramble to find qualified candidates during a slow hiring season. 

3. Increased cost savings. 

U.S. businesses lose an estimated one trillion dollars annually to employee turnover costs.² On top of this, the Society for Human Resource Management reports that the average cost per hire can reach up to $4,700.³  

Instead of worrying about these statistics, ensure cost-saving by retaining qualified workers from your seasonal pool of employees. This will save you not only hiring costs, but also budget that would otherwise go to onboarding and training.  

5 Strategies for Effective Transitions 

Converting seasonal workers into permanent employees requires intentional planning and clear communication. These proven strategies help identify the right candidates and execute smooth transitions that benefit both your business and the workers who join your team permanently. 

1. Establish performance metrics early in the seasonal period.  

Don’t wait until December to start evaluating which seasonal workers might become permanent hires. Define clear performance criteria at the beginning of the seasonal period including attendance reliability, productivity levels, quality standards, safety compliance, and teamwork. Track these metrics consistently, so you have objective data to support conversion decisions. This approach ensures you’re making strategic choices based on actual performance rather than last-minute impressions. 

2. Communicate the possibility of permanent positions upfront.  

Many seasonal workers would love to stay permanently but assume their role ends when the holidays do. Make it clear during hiring that strong performers may be offered permanent positions. This transparency motivates seasonal workers to perform at their best because they know excellence could lead to long-term employment. It also attracts higher-quality candidates who are specifically looking for temp-to-hire opportunities rather than short-term gigs. 

3. Conduct formal evaluations before the season ends. 

Schedule performance reviews with seasonal workers in early December rather than waiting until January. These conversations allow you to discuss their interest in permanent roles, review their performance objectively, and identify any areas that need improvement before making conversion decisions.  

4. Create a streamlined conversion process. 

Bureaucratic delays and complicated paperwork can cause you to lose top candidates, who may accept other offers while waiting for your permanent position to open. Develop an efficient process for converting seasonal workers that includes expedited HR paperwork, benefits enrollment, and any necessary system updates. The transition should feel seamless rather than like starting a new job from scratch. 

5. Partner with staffing experts who prioritize workforce continuity. 

Managing seasonal hiring, performance evaluation, and conversion processes requires significant time and expertise that many businesses lack during their busiest periods. This is where working with a strategic staffing partner like The Job Center becomes invaluable.  

Look for a partner that actively identifies top performers who excel in permanent roles. Even for seasonal roles, the priority is finding a staffing firm that pays attention to skills and cultural fit rather than simply filling open positions.  

Read more: Surviving Peak Season: A Tactical Guide to Scaling Your Warehouse Workforce Without Sacrificing Efficiency 

Rely on The Job Center to guide your seasonal staff into permanent roles. 

The holiday season doesn’t have to end with releasing your entire temporary workforce. With strategic planning and the right staffing partner, it can be an opportunity to discover and retain exceptional employees who strengthen your team for years to come.  

Easily build a strong and reliable workforce by partnering with The Job Center Staffing! Contact us today. 

References 

1. “Staffing Employment Faced Seasonal Decline in First Quarter of 2025.” American Staffing Association, 18 Jun. 2025, americanstaffing.net/posts/2025/06/18/seasonal-decline-in-first-quarter-of-2025/. 
2. “This Fixable Problem Costs U.S. Businesses $1 Trillion.” Gallup, 13 Mar. 2019, www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx. 
3. “The Real Costs of Recruitment.” SHRM, 11 Apr. 2022, www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment.