Hiring from scratch for permanent positions costs time and money that many employers do not need to spend. Companies often overlook the qualified candidates already working in their seasonal roles who understand the job, know the culture, and have proven their capabilities under pressure.
A 2023 report showed an 11 percent rise in jobs announced in Q4, bringing the total number of seasonal roles to around 564,200 positions.1 This massive temporary workforce represents a pre-vetted talent pool that can transition smoothly into permanent positions without the risks and expenses of external hiring.
The Long-Term Value of Seasonal Employees
According to SHRM, organizations are increasingly using internal pools rather than external searches when filling permanent positions.2 With that said, seasonal workers who perform well during peak periods can become valuable full-time team members. Converting strong seasonal employees into permanent staff delivers multiple benefits such as:
1. Reduced Hiring and Training Costs
Hiring externally requires many steps such as advertising, screening, and interviewing. New hires also need comprehensive onboarding and training before they become productive.
Converting seasonal employees eliminates most of these costs because they already know your systems. They understand your expectations and have demonstrated their ability to perform. The investment you made in their initial training continues paying returns when they transition to permanent roles.
2. Faster Productivity in Permanent Roles
New external hires typically need weeks or months to reach full productivity as they learn your processes, systems, and culture. Seasonal employees transitioning to permanent roles start contributing immediately because they already possess this knowledge. They require minimal onboarding and can focus on any additional responsibilities their new role includes rather than learning your basics from scratch.
3. Proven Performance Under Real Conditions
External candidates may present well in interviews and have impressive resumes, but you can’t truly know how they will perform until after you hire them. Seasonal employees, meanwhile, have already proven themselves in your actual work environment. You have observed their work quality and effectiveness as employees. This real-world performance data provides far more accurate predictions of long-term success than any interview process can deliver.
How to Identify Seasonal Stars?
Not every seasonal employee makes sense as a permanent hire. Developing clear criteria for evaluation and cultural fit assessment helps you identify which seasonal workers deserve consideration for full-time positions.
1. Track Performance Metrics Consistently
Establish clear performance metrics for seasonal roles and track them consistently throughout the season. These might include productivity measures like calls handled per hour, accuracy rates, customer satisfaction scores, or sales per shift depending on your industry.
Compare individual performance against these benchmarks to identify top team members who consistently exceed expectations. Document both quantitative metrics and qualitative observations about work quality to support conversion decisions.
2. Assess Learning Ability and Growth Mindset
Permanent employees need to grow with your organization as responsibilities evolve and new challenges emerge. This quality has become increasingly recognized as essential even at the highest organizational levels. In fact, 9 out of 10 executives agree that a growth mindset is crucial for organizational success.3
During seasonal employment, observe how quickly individuals learn new tasks. Take note of those who adapt to feedback and take initiative to improve their skills. Seasonal workers who strive for continuous improvement demonstrate the learning mindset that predicts long-term success.
3. Observe Team Interactions and Cultural Alignment
Technical performance matters, but cultural fit determines whether someone thrives long-term in your organization. Pay attention to how seasonal employees interact with permanent staff. How do they respond to your company’s values and communication norms?
Strong permanent candidates are those who can assist coworkers while maintaining positive attitudes, even in times of stress. Seasonal workers who create friction or seem disconnected from your culture may not be good long-term additions, regardless of their individual productivity.
Read more: The Overlooked Soft Skills That Can Make or Break Warehouse & Office Employee Performance
3 Strategies to Retain Seasonal Talent
Successfully converting seasonal employees into permanent team members requires proactive strategies that demonstrate value and create smooth transitions.
1. Communicate Permanent Opportunities Early
Let seasonal employees know from the start that strong performers may have opportunities for permanent positions. This communication gives motivated individuals goals to work toward and signals that you view seasonal roles as potential career pathways rather than dead-end temporary jobs. Throughout the season, remind top performers that you are evaluating for permanent openings and encourage them to demonstrate their interests and capabilities.
2. Provide Clear Pathways and Expectations
When converting seasonal employees to permanent status, clearly explain what changes in their role, responsibilities, compensation, and benefits. Outline any additional training they will receive and describe potential career progression opportunities.
This transparency helps them understand what permanent employment means and reduces anxiety about the transition. Unclear expectations only create confusion and may cause good candidates to decline offers because they don’t understand what they’re accepting.
3. Support Smooth Integration into Permanent Teams
Seasonal employees transitioning to permanent roles sometimes face resistance from long-term staff who view them differently than external hires. Actively support integration by including converted employees in permanent staff meetings, involving them in projects beyond their seasonal scope, and addressing any negative dynamics that emerge.
If possible, assign mentors who can help them navigate the differences between seasonal and permanent employment at your company. This support increases the likelihood that converted employees stay long-term and become fully integrated team members.
Partner with Masis to turn seasonal talent into long-term success.
At Masis Staffing, we help you find the best professionals from within and outside your talent pool. Our expert recruiters can identify high-performing temporary employees with the skills, attitude, and cultural fit to thrive year-round.
Work with us, and you can expect tailored solutions that result in a high-quality workforce. Contact us today to learn more.
References
- “Seasonal Hiring Final Report: Retailers Staff Up for Solid Holiday Shopping Season, Transportation/Warehousing Employment Falls YOY.” Challenger, Gray & Christmas, 10 Jan. 2023, www.challengergray.com/blog/2023-seasonal-hiring-final-report-retailers-staff-up-for-solid-holiday-shopping-season-transportation-warehousing-employment-falls-yoy/.
- “2025 Recruiting Executives Benchmarking.” SHRM, 2025, www.shrm.org/content/dam/en/shrm/research/2025-recruiting-benchmarking-report.pdf.
- “Growth Mindset in the Workplace.” TalentLMS, 2025, www.talentlms.com/research/growth-mindset-workplace-report.
