Retail & Hospitality Hiring in Saudi Arabia: Seasonal Workforce Playbook

Vision 2030 is constantly evolving the job market of KSA. Now, the heavy dependence on oil is getting diversified with a focus on building other industries, as a result of which the retail and hospitality sector is growing like never before.

As per the stats, by 2030, tourism is going to contribute around 10% of GDP along with creating 1.6 million jobs. No doubt Saudi Arabia will position itself as a major global destination for leisure, events, and pilgrimage.

And the hiring mess starts from here; more growth means more skilled people to drive the force. High demand for a seasonal workforce has already created for peak times like Hajj, Umrah, and national festivals. Well, Saudization rules, labour laws, and constantly changing compliance demand make the whole proces challanging. In this write-up, we’ll give you clear, practical steps for managing seasonal recruitment smoothly.

We’ll also show you how contract staffing services can make seasonal hiring much easier in Saudi Arabia.

Why Seasonal Hiring Matters in Saudi Arabia

The economy is shifting, and tourism is right in the middle of it. You can already see the change. In 2023 alone:

• 27.4 million international visitors

• 82 million domestic overnight stays 

Demand hits in huge waves: Hajj & Umrah, Ramadan & Eid, school holidays, Riyadh Season, and more. Malls, hotels, and restaurants go from quiet to completely packed almost overnight.

Tourism jobs already crossed 1 million by late 2025, and most businesses can’t handle the peaks with their regular teams. That’s why seasonal hiring isn’t optional anymore. It’s how they keep service good and stay open when the crowds arrive. 

Simple Step-by-Step Guide for Seasonal Hiring

All you can do is learn more about this to get the best teams at the right time. Here’s what you can do:

1. Know how many people you will need

Look at last year’s numbers:

•  Sales and bookings

•  Number of customers/visitors

•  Busy days and hours

Check the calendar for Hajj, Umrah, Ramadan, Eid, school holidays, and big events. Decide on the exact numbers and the exact months you need extra staff.

2. Make a smart hiring plan

Divide jobs into 3 types:

• Very easy jobs (fast to start, little training)

• Jobs that need some training

• Important jobs that need experience (example: dealing with customers, team leaders)

This helps you decide who to hire first and where to spend time training. You can take assistance from contract recruiting companies to make things easier for you.

3. Find people in different ways

Use both old and new methods:

• Job websites and apps

• Walk-in hiring days

• Social media ads

• WhatsApp groups for Saudi nationals:

• Contact universities and training centres

• Join government job programs

• Talk to local communities

4. Keep everything quick

Make onboarding quick and clear:

• Check all documents right away

• Register contracts immediately

• Give short training, plus show them how to do the job

• Explain safety rules, Fix Iqama, permits, and paperwork problems quickly so work is not delayed.

5. Make good work schedules

Use simple tools or software to:

• See which hours/days are busiest

• Give right number of people per shift.

Talk to team leaders often to check:

• Are workers doing well?

• Do they need more help or training?

6. Follow compliance all the time

Keep checking these during the whole season:

• Saudization percentage

• Contract registration

• Salary payments

• Social insurance (GOSI)

Use HR software to remember renewal dates and avoid fines. If you are working with contract recruiting companies, they take care of all such things.

7. Learn and get better next time

After the busy season ends, look at:

• Were customers happy?

• Did sales go well?

• How many workers left early?

• Any rule problems?

• How long did hiring take?

Write down what went wrong and what went right. Use this list to make next season easier.

How External Support Can Help with Seasonal Hiring

Seasonal hiring demands speed and strict compliance. Managing these processes internally is challenging. Many companies use contract staffing services to handle the rush.

These partners help by:

• Quickly finding and screening ready workers from large talent pools.

• Managing all paperwork: contract registration, Iqama updates, GOSI, and Saudization reports.

• Providing experienced staff who can start immediately for hospitality, retail, or events.

• Supplying extra people only for the weeks or months needed, keeping costs flexible.

• Reducing pressure on your HR team so they focus on permanent staff.

• Offering fast onboarding and basic training support.

You can consider hiring contract recruiting companies when:

• You need many staff members suddenly.

• Your HR team is overloaded.

• You are not completely aware or want to avoid compliance mistakes.

• Experienced workers are required right away.

Partner with TASC for Mining License Compliance in Saudi Arabia

With 18+ years of regional experience and in-depth knowledge of the mining regulatory framework in Saudi Arabia, TASC assists mining investors and operators in setting up compliant, well-structured, and sustainable mining operations in the Kingdom.

By leveraging their strong local regulatory knowledge, structured compliance approach, and overall coordination of activities through the Ta’adeen platform, TASC assists organisations in mitigating risks associated with licensing, avoiding regulatory bottlenecks, and remaining compliant throughout the mining operations lifecycle, from licensing to renewals and modifications.

Get in touch with us today to evaluate your mining license compliance readiness and ensure that your operations are structured for long-term regulatory confidence in Saudi Arabia.

FAQs:

 1. How far in advance should seasonal hiring begin?

Most businesses need to start earlier than expected. Documentation, approvals, and onboarding often take longer than the actual recruitment.

2. Why does seasonal hiring take time even when roles are temporary?

Because short-term roles still require full compliance. Contracts, registrations, and eligibility checks cannot be skipped.

3. Is it possible to scale teams quickly during sudden demand?

It is possible, but outcomes are usually better when some level of planning is already in place.

4. What commonly disrupts seasonal hiring plans?

Delays in paperwork, changes in regulations, and candidate dropouts are frequent causes.

5. Should businesses rely on overtime instead of seasonal hires?

Overtime can work briefly, but extended periods often affect productivity and service quality.