1. Use Previous Data to Forecast Your Needs
Start by reviewing last year’s peak season. Look at production volume, customer orders, attendance, turnover, overtime, workplace incidents, and the number of temporary or seasonal employees used.
Ask your operations team:
- Which departments experienced the greatest pressure?
- Which shifts were the most difficult to staff?
- When did overtime begin increasing?
- Which positions took the longest to fill?
- Were there unexpected attendance or retention challenges?
- How long did new employees need to become fully productive?
Use these insights alongside this year’s production forecasts and customer expectations. This will help you estimate not only how many employees you need, but also when they should begin.
Starting employees before the busiest period allows time for orientation, training, and adjustment without the added pressure of peak production.
2. Begin Recruiting Before Hiring Competition Increases
Many companies begin recruiting seasonal employees at approximately the same time. As peak season approaches, qualified candidates may have more opportunities to choose from, making it harder for employers to fill positions quickly.
Early recruiting gives your organization more time to:
- Reach candidates through multiple recruiting channels
- Complete interviews and required screenings
- Verify experience and job qualifications
- Coordinate start dates and orientation
- Prepare employees for your specific work environment
- Develop a backup pipeline for unexpected openings
It is also important to communicate regularly with candidates throughout the hiring process. Long periods without updates may cause applicants to accept another opportunity before their scheduled start date.
3. Review Pay, Schedules, and Job Expectations
Competitive pay is important, but it is not the only factor candidates consider. Shift schedules, required overtime, transportation, workplace conditions, physical demands, supervisor communication, and growth opportunities can all influence whether someone accepts and remains in a position.
Before recruiting begins, review the details of each role and compare them with other opportunities in your local market.
Job descriptions should clearly explain:
- Starting pay and shift hours
- Overtime expectations
- Essential job duties
- Physical requirements
- Required experience or certifications
- Workplace conditions
- Attendance expectations
- Opportunities for long-term employment
Clear communication helps candidates make informed decisions. It can also reduce early turnover caused by misunderstandings about the schedule, duties, or work environment.
4. Strengthen Onboarding, Attendance, and Retention
Filling an opening is only the beginning. A strong peak-season strategy should also help employees remain engaged and successful throughout the assignment.
The first few days of employment often shape an employee’s overall experience. New employees should know where to report, what to bring, who will train them, how breaks work, and who to contact when they have questions.
Employers can support retention by providing:
- Clear first-day instructions
- Organized and consistent training
- Regular supervisor communication
- Recognition for attendance and performance
- A respectful and safe work environment
- Timely feedback and problem-solving
- Opportunities to learn additional responsibilities
Listening to employee feedback can also reveal small issues before they become larger retention problems. Transportation challenges, unclear instructions, inconsistent schedules, or a lack of communication may be easier to resolve when identified early.
5. Build Flexibility Into Your Staffing Plan
Even the most detailed forecast cannot predict every order change, absence, or customer request. Your workforce plan should include enough flexibility to respond when actual demand differs from expectations.
Consider creating different staffing scenarios based on projected volume:
- Base plan: The workforce required to meet the expected demand
- Growth plan: Additional employees needed if orders exceed projections
- Backup plan: A response for unexpected absences, turnover, or schedule changes
A flexible staffing partner can help you scale your workforce based on actual production needs. This may include creating a candidate pipeline, coordinating staggered start dates, supporting multiple shifts, or increasing recruiting activity when demand changes.
Don’t Overlook Safety During the Hiring Rush
When companies need employees quickly, it can be tempting to accelerate training or place workers before their skills have been fully evaluated. However, safety and job fit should remain priorities throughout peak season.
This is especially important for positions involving forklifts, powered industrial equipment, machinery, or fast-paced warehouse environments.
MS-IL Staffing & Packaging recently introduced forklift simulation technology to support the evaluation and preparation of forklift candidates. The simulator provides a controlled environment where participants can demonstrate equipment-handling skills, awareness, and decision-making before entering an active facility.
This technology helps our team gather additional information about a candidate’s abilities and align placements more closely with customer requirements. It supports our broader commitment to safer, more informed workforce solutions.
How a Staffing Partner Can Support Peak-Season Readiness
An experienced staffing partner can do more than provide employees when an opening occurs. The right partner can help your organization evaluate workforce needs, understand recruiting conditions, identify possible challenges, and develop a plan before demand increases.
At MS-IL Staffing & Packaging, we support employers across manufacturing, production, packaging, warehousing, logistics, and inspection environments. Our team works closely with customers to understand their operations, schedules, workplace expectations, and changing workforce needs.
Whether your organization needs several additional employees or support for a large seasonal ramp-up, early communication gives us more time to build the right recruiting and staffing strategy.
Start Planning Before Demand Peaks
Peak season should be an opportunity to grow, not a period spent reacting to preventable staffing challenges.
By forecasting early, reviewing your positions, improving onboarding, supporting retention, and building a flexible backup plan, your organization can enter the season better prepared to protect its employees, productivity, and customers.
Is your workforce ready for the upcoming peak-season rush? Contact MS-IL Staffing & Packaging to begin building a workforce plan tailored to your operation! www.ms-il.com