How Seasonal Hiring Works and How to Get Ready

Retail added roughly 461,500 seasonal jobs in the last three months of 2025. That was the smallest holiday gain since 2008, according to the outplacement firm Challenger, Gray & Christmas, and it was 15% below the year before. For 2026, the firm expects about 450,000, another small dip.

So if you’re hoping a holiday job will be easy to land, here’s the honest version: seasonal work is still out there, but employers are choosing more carefully. This guide explains how seasonal hiring works, what the calendar looks like, how to stand out in a short process, and how to read an offer before you say yes. It’s general information, not legal or tax advice.

What the 2026 outlook looks like

Challenger’s September outlook, reported by HR Dive and Retail Dive, projects a 2.5% year-over-year drop in seasonal retail hiring. The firm’s Andy Challenger describes this year’s approach as restocking staffing plans “surgically,” a long way from the 900,000-plus seasonal hires of 2020 and 2021. He ties the caution to high prices, tariff worries and energy costs.

The same coverage notes a structural shift. Since 2024, retailers have leaned on automation, current employees and on-demand worker pools before adding net-new temporary staff. Transportation and warehousing added about 266,500 seasonal positions in 2025, down 12% from the prior year, per a SelfEmployed.com summary of the Challenger data.

Here is what individual employers had said as of early October 2026, according to the reporting above:

Employer	What was reported
Spirit Halloween	More than 52,000 seasonal associates, which it called its largest hiring event
Michaels	More than 10,000 seasonal team members; nearly half of last year’s in-store seasonal staff moved into regular roles
Bass Pro Shops and Cabela’s	A nationwide hiring event planned for October
Target	Hiring now; typically about 100,000 seasonal roles; no 2026 target given
Kohl’s	Hiring now; roughly 90,000 in most recent years; no 2026 target given
Amazon	No 2026 number yet; about 250,000 in each of the last three years
Bath & Body Works	No 2026 number yet; about 30,000 in each of the last three years

Treat the “typical” figures as history, not promises. Check each company’s careers page for what is open today.

Key takeaways

• Forecasts point to slightly fewer seasonal retail hires in 2026, so early, well-targeted applications matter more.
• Transportation, warehousing, delivery and hospitality also hire seasonally, and some of that work is gig-based.
• Read pay, hours, end date and employer type before accepting.
• Genuine employers never charge you to get hired.

How seasonal hiring actually works

Seasonal hiring is a forecasting exercise. An employer looks at last year’s sales or volume, estimates what’s coming, and decides how many extra people it needs. It then works backward: training takes time, background checks take time, and new hires need to be on the schedule before the rush starts.

That’s why postings often appear long before you’d think of them as “holiday jobs.” Many large retailers and logistics companies start recruiting in late summer and keep postings open through the fall. Some run hiring events, where you can apply, interview and sometimes get an offer in one visit.

A few features are common:

• Fast timelines. A phone screen, a short in-person chat, then an offer can all happen within days.
• Volume over polish. Managers are often screening many applicants for similar roles. Clear availability and reliability count for a lot.
• Flexible headcount. Employers may hire more people than the rush needs, then trim shifts or end contracts as demand drops. Ask how shifts are assigned.
• Conversion is possible, not automatic. Michaels’ reported conversion of nearly half of last year’s seasonal in-store staff shows it can happen, but each employer decides for itself.

The seasonal calendar beyond the holidays

Holiday retail gets the headlines, but plenty of industries run on their own cycle. Timing varies by region and employer, so use this as a rough map.

Time of year	Typical industries	Roles often hired
Late summer to December	Retail, delivery, warehousing, hospitality, event venues	Sales associates, cashiers, package handlers, drivers, kitchen and banquet staff
January to April	Tax preparation, ski and winter resorts, heating and energy services	Tax preparers, client-support staff, lift and rental crews, technicians
Spring	Landscaping, construction, agriculture, tourism	Crew members, laborers, farm workers, guides
Summer	Parks, camps, pools, travel, restaurants, festivals	Lifeguards, counselors, servers, ticket and grounds staff

If you missed this year’s holiday wave, the next one starts sooner than it feels. Tax season staffing, for example, tends to start recruiting right as holiday jobs wind down.

Where to look, and who to ask

Start with the sources most likely to be current and legitimate.

1. Employer careers pages. Go straight to the company’s own site rather than a reposted listing. Look for a “seasonal” or “hourly” filter.
2. In-store signs and hiring events. Many stores still post hiring dates at the entrance or on the register receipt.
3. American Job Centers. CareerOneStop runs a free American Job Center finder where you enter a city or ZIP code and get local centers with addresses, hours and phone numbers. Staff can point you to local openings and hiring events. The helpline is 1-877-US2-JOBS.
4. Your network. Neighbors, former coworkers and school contacts often hear about openings first. Our guide to asking for a referral without feeling awkward has wording you can borrow.
5. Staffing agencies. A reputable agency is paid by the employer, not by you. If one wants a fee, walk away.

Be careful with listings that look identical across many sites or never seem to close. Our piece on ghost jobs explains why some postings don’t lead anywhere.

Get ready before you apply

Seasonal applications are short, so small details decide who gets a call back.

A one-page resume built around reliability

You don’t need a long document. Lead with a two-line summary, then list recent jobs, volunteer work or school roles with concrete details: “Worked 20-hour weeks while taking a full course load,” or “Handled cash drawer during weekend rushes.” If you have no formal work history, say so plainly and highlight attendance, teamwork and anything involving customers. The principles in how to tailor your resume for every application apply even to a one-page version.

Availability you can really keep

This is the single most important thing you’ll be asked. Write it down before you apply:

• Days and hours you can work every week
• Dates you cannot work, such as travel or exams
• Whether you can work late nights, early mornings, weekends and holidays
• Your transportation, and how long your commute would take

Overpromising is a common reason new seasonal hires quit or get cut after a few weeks.

Documents

Employers generally need to confirm that new hires can legally work in the US, and that usually means showing identification on or near your first day. Ask the employer which documents are acceptable, and gather them ahead of time so nothing delays your start.

A short introduction

Many interviews last ten minutes. Prepare a 30-second pitch: who you are, one relevant strength, and when you can start. For example, “I’ve worked in food service for two years, I’m comfortable with busy shifts, and I can work evenings and weekends through December.”

What to say in a quick interview

Hiring managers for temporary roles generally want to know three things: will you show up, can you learn fast, and will you treat customers and coworkers well. Come with one example for each, kept to 30 seconds. The STAR structure in our behavioral interview guide helps you tell it cleanly.

Good questions to ask at the end:

• How are shifts scheduled, and how far in advance do I get them?
• Are hours guaranteed, or do they depend on demand?
• What does training look like, and is it paid?
• What happened to last year’s seasonal staff? Did some stay on?

Following up after a hiring event

Hi [Name], thank you for speaking with me at Saturday’s hiring event. I enjoyed hearing about the holiday schedule. I’m available evenings and weekends through December 31 and can start as soon as you need me. Please let me know if you’d like anything else from me. Thanks again, [Your name]

A note like that takes two minutes and keeps you visible among many similar applicants.

How to read a seasonal offer

A short job still involves real money and real rules. Before you accept, get the main terms in writing, ideally in the offer email or letter.

Check this	Why it matters
Hourly rate and payday	Know your pay frequency and any shift differentials, such as nights or weekends
Guaranteed hours or “up to” hours	“Up to 30 hours” does not mean 30 hours
Start and expected end date	Clarifies whether the job could end early or extend
Employer of record	You may be hired by the store or by a staffing agency; the agency becomes your point of contact for pay
Employee or contractor	Affects taxes, protections and benefits
Training, uniform and equipment	Find out what’s paid for and what isn’t
Perks	Employee discounts, transportation help or benefits eligibility

Employee or independent contractor

This is where some seasonal and delivery work gets tricky. The Department of Labor’s Fact Sheet 13 explains that status under the Fair Labor Standards Act depends on the economic reality of the relationship, not on what a contract calls you. Factors include whether you can profit or lose money through your own decisions, who controls your schedule and pay, whether the work is central to the business, and how permanent the relationship is. A job title or a 1099 form doesn’t settle it by itself.

The DOL notes that its rules in this area have been shifting, with a proposed rule published in February 2026 and a comment period that closed April 28. That means details may change, so if something about your classification seems wrong, contact your state labor agency or the Wage and Hour Division. Employees covered by the FLSA are generally entitled to minimum wage and overtime, and misclassified workers can lose those protections.

Gig work is not the same as a holiday job

Delivery and rideshare roles can be flexible, but you’re typically responsible for your own vehicle costs and taxes. The SelfEmployed.com article advises gig workers to sign up for peak programs early and not to treat a seasonal store job as a guaranteed fallback.

Taxes on short-term pay

Seasonal wages are taxable. The IRS says seasonal and part-time employees fall under the same federal income tax withholding, Social Security and Medicare rules as other employees, and employers must withhold and pay those taxes.

A few practical points:

• Fill out a W-4 carefully. If your seasonal pay is on top of another job, you may want more tax withheld. If it’s your only income for the year, you might owe little. The IRS online withholding estimator can help you check.
• Keep your pay stubs. You’ll receive a wage statement (W-2 for employees) after year end.
• Contractors pay their own way. If you’re classified as an independent contractor, you may owe self-employment tax and may need to make estimated payments.
• Public benefits. If you receive benefits, ask the administering office how temporary earnings count before you start.

For rules specific to your situation, check IRS.gov or a qualified tax preparer.

Spot scams before they cost you

Scammers love the holiday season because lots of people are applying quickly. The Federal Trade Commission lists these warning signs:

• Promises of big pay for little work
• Requests to pay for training, certifications, starter kits or a “guaranteed” job
• Instructions to deposit a check and send part of it back or buy gift cards
• Jobs that involve receiving and reshipping packages
• Placement firms that charge candidates upfront fees
• Companies you can’t reach by phone or whose websites don’t work

Verify first

Search the employer’s name with the word “scam” or “complaint,” then find the job on the company’s own careers site. Don’t spend money from any check until it has fully cleared. If you lose money, report it at ReportFraud.ftc.gov and to your state attorney general. Our list of job scam red flags goes into more examples.

Turning a short job into something longer

Not every seasonal job leads somewhere, but you can improve the odds.

1. Be dependable first. Showing up on time, every shift, is noticed.
2. Learn adjacent tasks. Ask to cross-train at another station or in receiving, which shows initiative and makes you more useful.
3. Say what you want early. Around mid-season, tell your manager you’d like to stay and ask what would make that possible.
4. Collect a reference before the season ends. Ask a supervisor for a short written or verbal reference while your work is fresh.
5. Record achievements. Note what you handled: volume, hours, training of new staff, customer compliments.
6. Stay in touch. Connect with managers and coworkers who may hear of spring openings.

Warehousing and delivery roles can also lead toward larger career paths. If that interests you, see our overview of supply chain and logistics careers.

A four-week plan if you’re starting now

It’s mid-October, so if you want a role for the holidays, time is tight but workable. Here’s one way to use the next month.

Week 1. Write your availability, finish your one-page resume and pick five target employers. Check which ones are hiring right now. Target and Kohl’s, for example, were reported as actively hiring in early October.

Week 2. Submit applications on official careers pages and attend any hiring event you can reach. Bring your resume, even if the process is online, and dress as you would for the job itself, just a little neater.

Week 3. Follow up on anything you’ve applied for, using a short note like the script above. Take calls promptly and keep your phone’s voicemail set up, since many first contacts are quick calls or texts. Keep applying even if you get one offer, until you have the terms in writing.

Week 4. Compare any offers using the table above. Choose the one with the clearest hours and pay, not just the highest advertised rate. Complete your paperwork and ask what to wear, where to park and who to report to on day one.

If you don’t land a holiday role, don’t stop. Winter tax-season work and spring outdoor jobs are the next wave, and the same preparation carries over.

Common mistakes to avoid

• Waiting until December. Many employers have filled most slots by then.
• Applying everywhere with the same availability. If you can’t work weekends, say so and target roles that fit.
• Accepting verbally without details. Ask for pay, hours and dates in writing.
• Ignoring who your employer is. A staffing agency and a retailer have different pay and complaint processes.
• Paying to be hired. Real employers don’t charge you.
• Forgetting the W-4. Misjudged withholding can lead to a surprise tax bill.
• Burning bridges at the end. Leave on good terms, even if the job didn’t turn into more.

The bottom line

The 2026 forecast suggests fewer seasonal retail openings, which makes preparation more useful, not less. Employers appear to be hiring in a more targeted way, so you’ll do better if you know what you want and act early.

Here’s a short plan:

1. List five employers in your area, plus one staffing agency you’ve verified.
2. Write down your exact availability and finish a one-page resume this week.
3. Apply on the company’s own careers page, and go to a hiring event if one is nearby.
4. Get the offer terms in writing, including employer, pay, hours and end date.
5. Complete your W-4 thoughtfully and keep your pay records.
6. Once you’re in, tell your manager you’d like to stay and ask what it takes.