Seasonal hotel recruitment: the timeline that works

Seasonal hotel recruitment is won early. The timeline that works starts about four months before opening with the previous season's staff, launches ads three months out, selects two months out, confirms contracts and housing one month out, and keeps a reserve of candidates for last-minute drop-outs.

Why timing matters so much

In France Travail's labour needs survey (BMO), hotel employees account for 49,400 hiring plans, 74.3% of them seasonal and 45.6% rated difficult. Café and restaurant waiters account for 93,800 plans, 67.4% seasonal. Every establishment in the same resort or on the same coast hires in the same window. The first to decide get the best people.

The timeline, from four months out to opening

1. Four months out: call the previous season's staff. They already know the property and how it works. Offer early confirmation, with a small return bonus if possible.
2. Just over three months out: size the roles. Front desk, housekeeping, breakfast, bar, kitchen. How many roles, which hours, housing provided or not.
3. Three months out: publish and advertise. Job site listings plus advertising targeted by role on social networks and apps, in the regions your seasonal staff usually come from, not only around the hotel.
4. Two months out: select. Short video or phone interviews, checks on experience, languages and availability for the whole season.
5. One month out: confirm. Contract, housing, arrival date, first-week schedule. A seasonal worker with no answer on housing three weeks before the start looks elsewhere.
6. Last two weeks to opening: keep a reserve. Two or three approved candidates on standby per department cover drop-outs.

What makes the difference in the offer

• Housing, or concrete help to find it.
• Hours: split shifts, days off, overtime.
• Pay and perks (meals, tips, end-of-season bonus).
• The setting: what makes the season enjoyable outside work.

Metrics to track

• The return rate of seasonal staff from one season to the next: a good indicator of how attractive you are.
• Roles confirmed one month out, by department.
• Drop-out rate between signing and arrival.
• Mid-season departures, to be linked to housing and working hours.

Common mistakes

• Starting to hire when bookings are already full.
• Advertising only around the hotel, when many seasonal workers come from elsewhere.
• Leaving housing until last.
• Having no plan for drop-outs in the final week.

What campaigns show

In restaurants, the campaign run for 3 Brasseurs increased qualified applications by 56% for kitchen roles and 30% for front-of-house, within a few weeks. The details are in the 3 Brasseurs case study.

Our page on hotel recruitment, from front desk to housekeeping covers channels and targeting. For kitchens, also read how to hire a cook who is not looking.

Frequently asked questions

When should hiring start for a summer season?

About four months before opening with former seasonal staff, and three months before for ads.

Should you offer housing?

When possible, yes. It is often the deciding factor for seasonal workers coming from another region.