9 Tips For Hiring And Training Seasonal Retail Sales Employees

By Bob Phibbs

Updated September 26, 2024

Let’s be frank when it comes to hiring and training seasonal retail sales associates...

You only care that they show up when scheduled and don’t detract from your brand. Your seasonal retail sales employees are there to take a lot of the grunt work off your best trained regular staff. And that's important to recognize in your seasonal planning.

Don’t assume they can perform at the level of your permanent employees—they’ll only be there short term—or you’ll be disappointed repeatedly.

Seasonal part-time employees should free up your regular employees’ time and be well trained in what to do when your store is slammed and when it is calm.

Just because Billy quit and you need someone now, don’t throw a new hire into the pool to sink or swim with minimum training or expect them to shadow a sales associate and figure it out.

You, your customers, and your business deserve better.

Here are my nine tips for seasonal retail hiring and training:

1. Hire more

Vacation and holiday times are demanding. Good people who sincerely think they could work it, find out they can’t, so do more seasonal hiring than you think you initially need. Then, be quick to let go of those who can’t learn.

And do all of your seasonal retail hirings before Memorial Day, the start of summer, Thanksgiving, and the winter holidays. After that, it is simply too late.

SalesRX has an entire course on hiring smarter, so it's a good idea to check it out.

2. Long-term goals are out of your scope

You are not looking for a long-term relationship, so this is not important. Consider these part-time hires more like extended dates.

3. Previous experience is a bonus, but hardly a requirement

You should be able to train anyone in the basics, so previous experience isn’t a factor. It’s a bonus if they’ve worked in your category, but don’t hold it as a high bar they must meet.

4. Availability is HUGE

Most people looking for seasonal employment already have another job. That was a given, at least prior to the pandemic. But even this year, with greater than usual remote work and learning, they may have a set schedule for when they are available.

Don’t pass them up because they can’t work at any and all times. You hire to fill the needs in your seasonal plan and your schedule; you don’t alter it to match their availability.

5. Be honest about the job description

Tell your job seeker the job they are really going to do.

That’s standing on their feet.
That’s stocking shelves.
That’s cleaning glass.
And that’s reaching out to customers when needed.

There’s only time to teach them how to greet customers politely and positively, not to make them into retail sales associates, and they have to know that.

6. Hold out the carrot and let them race

Tell them those who work diligently, do more than expected, and keep a positive attitude are on the top of the list to carry over into January. After the holiday rush slows down, you'll have to let people go due to lower traffic, so whoever wants to keep their job must work harder than the rest.

7. Have a six-week schedule in ink

One of the most challenging parts of keeping part-timers is those who said they could work any and all hours suddenly remember they have to babysit or have a class, or you name it.

Therefore, give them a printed calendar with the hours you are open for every day from the week before Thanksgiving until January 1. Have them write any days they have conflicts and have them sign it.

Then, make your schedule that allows hours accordingly. Ensure they know right from the beginning that they are bound to it when they sign that schedule.

Will it change the fact that Mom or Dad sends them tickets home for Christmas the week before? No, but it will let them know you expect them to hold to the hours they put on that calendar.

8. Hold seasonal retail sales associates as accountable as regular employees

Just because they’ll only be with you for six to eight weeks doesn’t mean you have a different performance scale - especially if they are tardy. Written warnings are still appropriate.

9. Train the basics

Their first job is to keep your store neat and clean - but that’s not their only job. Your seasonal worker must get enough holiday retail sales training to greet and refer customers to your regulars.

Scan the floor to keep order
Help people out to their car
Greet and hand customers a basket
Pitch in behind the register
Everything stops when a customer asks a question or another employee asks for help
Phones are not their priority
Know where to park

[Video How To Train The Basics]

Remember to have a procedure for how part-timers are to cover their shifts when they can’t make it in. There are several good apps like Wheniwork on the market for this.

Ensure they know they must speak to a manager to switch shifts. You don’t want your best employee switching a busy Saturday with a newbie.

Seasonal employees are not your heroes, but they can save your store

Hiring and training seasonal retail sales help doesn’t have to be grueling, just have the right expectations going in and set the right expectations when they start.

Consider it a necessary part of seasonality and preparing for the holidays. Then everyone can make the most of every season.