The Human Resource function is not just for large businesses. Running a small seasonal business on Cape Cod whether it’s landscaping in Yarmouth, a beachside café on Old Wharf Road in Dennis, or a holiday retail pop-up on Main Street in Hyannis requires more than just operational agility. It demands a strategic approach to human resources (HR) that balances compliance, culture, and continuity.
Seasonal businesses face unique HR challenges: fluctuating demand, short employment cycles, and the need to onboard personnel quickly without sacrificing quality. But with the right practices, even the smallest teams can build a resilient, high-performing seasonal workforce.
Consider these HR best practices for small seasonal businesses, backed by expert insights and real-world examples.
Start Recruitment Early and Strategically — Seasonal hiring is a race against time — and competitors. Starting early gives you access to top talent before they commit elsewhere. The Sundae School starts its hiring in January for the summer allowing time for thorough onboarding and training, which leads to higher customer satisfaction. Best practice: Map out your seasonal staffing needs months in advance. Use past data to forecast demand and build a recruitment calendar. Consider re-hiring previous seasonal employees who performed well—they already know your systems and culture.
Simplify the Application and Onboarding Process —A lengthy or confusing application process can deter candidates, especially for short-term roles. According to SHRM, 60% of job seekers abandon applications that are too complex. Best practice: Use mobile-friendly applications and streamline onboarding with checklists, digital forms, and brief orientation videos. For example, Greenbird Landscaping could create a 15-minute onboarding video covering safety protocols, customer service expectations, and daily routines.
Stay Compliant with Labor Laws – Seasonal businesses must navigate federal and state labor laws, including minimum wage, overtime, and worker classification. The Fair Labor Standards Act (FLSA) applies to most seasonal workers, though some recreational businesses may be exempt. Best practice: Consult with a local HR advisor like HR@Work in Hyannis to ensure compliance. Or use software like BambooHR. Pay at least the prevailing minimum wage, classify workers correctly, and document hours meticulously. This protects your business from fines and builds trust with employees.
Use Technology to Manage Payroll and Scheduling – Manual payroll and scheduling can become overwhelming, especially during peak seasons. Errors in pay or scheduling leads to dissatisfaction and turnover. Best practice: Invest in affordable HR tech tools that automate payroll, track hours, and manage shift swaps. Platforms like Gusto, Homebase, or TalentHR are designed for small businesses and offer seasonal flexibility.
Create a Positive Work Culture—Even for Short-Term Staff – Seasonal employees often feel like outsiders. A strong culture helps them feel valued and perform better. Best practice: Include seasonal staff in team meetings, celebrate wins together, and offer perks like free lunches or branded gear. Recognition programs—even simple shout-outs—boost morale and retention.
Train for Impact, Not Just Compliance – Seasonal workers need to be productive fast. But rushing through training can lead to mistakes and poor customer experiences. Best practice: Focus training on the most critical tasks and customer interactions. Use microlearning — short, focused modules — and pair new hires with experienced mentors. For landscaping crews, this might include hands-on demos of equipment use and client etiquette.
Build a Talent Pipeline for Future Seasons – The best seasonal employees are the ones who return. Rehiring reduces training time and improves consistency. Best practice: Keep a database of past seasonal staff, track performance, and stay in touch during the off-season. Offer incentives for returning, such as priority scheduling or small bonuses. This builds continuity and strengthens your brand.
Monitor Performance and Provide Feedback – Even short-term employees benefit from feedback. It helps them improve and shows that you care about their growth. Best practice: Use simple performance check-ins mid-season and at the end. Highlight strengths, offer constructive tips, and ask for feedback on your management. This two-way dialogue improves engagement and helps refine your HR practices.
Upskill Your HR Team or Point Person – In small businesses, HR is often handled by the owner or a multitasking manager. Upskilling this role can multiply impact. Best practice: Invest in basic HR training or certifications. Learn about compliance, onboarding, and employee engagement. Academy to Innovate HR recommends building foundational HR skills to reduce risk and improve efficiency.
Align HR with Your Brand and Mission – Your HR practices should reflect your business’s identity. For Scargo Café or Harbor Fox Coffee Shop, that means blending Cape Cod authenticity with professionalism and purpose. Best practice: Infuse your mission into hiring, onboarding, and team culture. Share your story with new hires. Explain how their work contributes to a larger vision—whether it’s beautifying the Cape or supporting second chances through vocational training.
HR isn’t just paperwork. It is a strategic advantage. It’s the engine that powers your seasonal business. By adopting these best practices, you can reduce risk, improve employee satisfaction, and build a workforce that returns year after year. Whether you’re managing a landscaping crew, a retail team, or a hospitality staff, strategic HR turns seasonal chaos into sustainable success.
Contributed by: Marc L. Goldberg, Certified Mentor, SCORE Cape Cod & the Islands, www.score.org/capecod, 508/775-4884. Free and confidential mentoring and educational workshops. Sources: AIHR: HR Tips for Small Businesses, TalentHR: Managing Seasonal Employees, Lift HCM: Hiring Seasonal Employees in 2024
