Big Retailers Are Hiring Holiday Help as Part-Time Staff. Small Shops Should Plan Past December Too.

Oct 28, 2026 · 5 min read

On Oct. 27, CNBC Make It reported that this year's holiday hiring is sending "mixed signals." Amazon plans to hire more than 300,000 full-time, part-time and seasonal workers. UPS plans 100,000 seasonal hires, down nearly 10% from its 2025 target. And many retailers have stayed quiet about headcounts.

The more useful signal sits underneath. Many big holiday employers are posting part-time jobs that do not end on Dec. 31, instead of "seasonal" ones.

Why now: Indeed Hiring Lab says the biggest rise in seasonal postings usually runs from mid-September to mid-November, so that window closes in about three weeks. How you word your job post this week shapes who applies and who stays.

What the data shows

Indeed Hiring Lab economist Cory Stahle published the numbers on Oct. 15 in "Seasonal Hiring Is Off to a Fast Start, With an Eye Toward 2027." Key points:

• Seasonal postings are up. As of Sept. 30, seasonal job postings on Indeed were up about 10% from a year earlier and roughly 7% above 2019.
• Big employers are relabeling. Among a group of large employers, mostly retailers, the share of postings labeled seasonal fell from 34% to about 20%. The share labeled part-time rose from 38% to 49%. Full-time held at about 20%.
• Job seekers are looking harder. Desktop searches for seasonal and holiday jobs were up about 28% year over year.
• Many applicants already work. Earlier Hiring Lab research found that 16% of job seekers on Indeed already hold at least two jobs, many in retail or other service work.

Stahle's read: part-time jobs are less likely than seasonal ones to end with the holidays, "suggesting that at least some employers may expect demand to hold up well into 2027."

What this means for a small business

You compete for the same applicants as the big chains. When one offers a part-time role that can last into the new year, your "temporary help through Dec. 24" post can look like the weaker deal. Not every holiday hire should be permanent, but you should decide before you post.

1. Pick the label on purpose

Ask one question: will you need this person in January? If the answer is maybe, say so: "part-time, holiday hours, with a chance to stay on." If the job truly ends after the holidays, state the end date. People can plan around a clear answer.

2. Put the pitch in the post

Indeed's advice to employers: make the pitch clear, meaning "the pay, the hours, and whether the job can lead to something longer." Include all three.

3. Hire around the job they already have

Some of your best applicants are working a shift somewhere else right now. Offer interview times before or after typical shifts, and reply within a day. A 15-minute video call at 7:30 p.m. may be the only slot that works for them.

4. Screen before the first shift, not after

Run background checks after a conditional offer, early enough that results come back before the person starts. If the hire may stay into 2027, that screening matters even more.

5. Have the January conversation in December

Set a date in mid-December to tell each holiday hire whether there is a place for them after the rush. Good workers who hear nothing start looking elsewhere.

A hypothetical example

Picture a hypothetical gift shop that needs two extra people through December. Last year the owner posted "seasonal help" and both hires left on Dec. 26. This year she posts "part-time, 15 to 20 hours, possible to stay on in 2027," with pay listed, books evening video interviews, and runs background checks before Thanksgiving. In January, one hire stays on to cover weekends.

This example is illustrative only. It is not a real business or a reported result.

Why ReadyATS

ReadyATS is built for small and mid-size employers who hire hourly teams. For holiday hiring that might turn into something longer, it helps you:

• Interview people who already have a job. Schedule live interviews with Google Meet or Zoom links, so candidates can talk to you before or after their other shift.
• Finish screening before the rush. Order background checks through the ReadyATS Checkr integration once you make an offer.
• Know who you are hiring. Add Checkr Identity Verification through the same integration. The candidate takes a live selfie that is matched to a government ID, so the person you interviewed is the person who shows up.

ReadyATS does not verify immigration status or work authorization and does not handle Form I-9. Those stay with your own compliance process.

FAQ

Are seasonal job postings up in 2026?

Yes. Indeed Hiring Lab found seasonal postings on Indeed were up about 10% from a year earlier as of Sept. 30, 2026, and roughly 7% above 2019.

Why are big retailers posting part-time jobs instead of seasonal ones?

Indeed's Cory Stahle suggests some employers expect demand to hold up into 2027, and part-time roles are less likely to end with the holidays. He notes some of the shift may simply be timing.

Should a small business label holiday jobs as seasonal or part-time?

Use the label that matches reality. If the role might continue in January, say so in the post. If it ends after the holidays, state the end date.

When should I start holiday hiring?

Now, if you have not started. Indeed says the biggest rise in seasonal postings usually runs from mid-September through mid-November.

The best holiday hire is the one you still have in February.

Hire your holiday help this week, and keep the good ones

The busiest weeks for seasonal postings are happening right now, and the people you want are comparing offers. Set up your openings, book interviews around their other shifts, and finish screening before the first shift.