Hiring Smarter, Not Harder Starts Before You Need People
VRMA Staff
4/13/2026
Seasonal hiring in vacation rentals often feels like a scramble. Demand spikes, schedules tighten, and suddenly the focus shifts to filling roles … fast.
But in a recent VRMA webinar, “Hiring Smarter, Not Harder: Building High-Performing Seasonal Teams,” Sue Jones, founder and managing partner of HR4VR, and Jonathan Wicks, founder of Good & Well Professional Services, made a clear point: The companies that struggle the most in season are usually reacting to problems they could have planned for months earlier.
Instead of rushing to hire, smarter operators are stepping back and asking better questions.
- What actually happened last season?
- Where did staffing gaps show up?
- How many no-shows, missed shifts, or last-minute scrambles did the team absorb?
Looking at that data often leads to a simple but overlooked insight: You likely need more people than you think and a buffer built in.
Stop Hiring ‘Everyone.’ Start Hiring for One Thing
One of the biggest shifts discussed in the webinar is moving away from generalists.
Trying to train seasonal employees to do everything slows down onboarding and creates confusion. Instead, high-performing teams are hiring for specific functions—laundry, inspections, turnovers—and letting people get really good at one thing first.
That clarity pays off quickly. Employees ramp faster, make fewer mistakes, and feel more confident in their role. And in the middle of peak season, that speed matters.
Your Best Hires Might Already Know You
If your first move is posting on job boards, you’re already behind.
The strongest seasonal teams aren’t built from strangers; they come from existing networks. Former employees, referrals, and past seasonal workers who had a good experience are often the fastest and most reliable way to staff up.
If you don’t have that bench yet, that’s a signal—not just a hiring problem, but a retention one.
‘We’re a Family’ Isn’t Helping You Hire
Another theme that surfaced: Language matters more than most operators realize.
Describing your company as a “family” may feel welcoming, but it can blur expectations. Teams, on the other hand, operate with clear roles, accountability, and standards.
For candidates, especially those with experience, that distinction is important. It signals professionalism, structure, and respect for the work.
What People Want (Beyond Pay)
Pay will always matter. But it’s rarely the deciding factor. Today’s workforce—especially seasonal and part-time workers—is looking for:
- Flexibility in scheduling
- Clear expectations and communication
- Respect for their role and time
- Opportunities to learn or grow
Even small details—like consistent hours, defined roles, or basic perks—can make a difference in whether someone joins your team and comes back next season.
If You Want Feedback, You Have to Go Get It
One of the most practical takeaways: Employees will tell you what’s broken—but usually not on their own.
Leaders who get the best insights aren’t waiting for feedback to show up in Slack or surveys. They’re in the field, asking simple questions:
- How’s it going?
- What’s not working?
- What would make this easier?
That’s where the real operational improvements come from.
It’s Not About Filling Roles
At its core, smarter hiring isn’t about speed; it’s about building a system that works.
A system where people can step in quickly, understand their role, perform well, and want to return next season.
That doesn’t happen in the middle of peak demand. It starts long before.
Watch the Full Webinar
These are just a few of the strategies shared in the session. The full conversation dives deeper into planning, onboarding, retention, and how to build a seasonal workforce that actually holds up under pressure.
VRMA members can watch the full webinar and see how your hiring strategy stacks up.