Foreigners can fill gaps in the labour market

During the Easter boom, there was an increase in demand for workers needed primarily “immediately,” but some industries treated it as an impulse to search for workers for a longer term. Now it’s time for other sectors of the economy. How are companies preparing for the high season, and what role can foreigners play in this?

After the low season in the first quarter, characterized by a slight hiring dynamic, companies started their “spring cleaning.” The period from January to April is, for many companies, a time for planning, summarizing, drawing conclusions, and adjusting strategies.

– For most industries, the first quarter is a low season when the demand for workers is limited. However, the market is not homogeneous. A stable level of production and employment is typical for the FMCG sector, mainly related to food, cosmetics, household chemicals, or appliances. In e-commerce, the situation is dynamic, with consumer habits being crucial, which we can influence and shape. However, there are also industries where the high and low seasons depend, for example, on the weather, over which we have no influence. Meanwhile, in the automotive sector, the low season is precisely planned – says Agnieszka Kolanowska, Strategic Partnership Manager at Smart Solutions HR. – We are slowly entering the high season, which changes the rules of the game, especially in the context of recruiting temporary workers.

Preparing for Uncertainty

In the second quarter, new solutions are gradually being implemented and tested so that companies can easily onboard new employees by July.

– The high season is characterized by dynamics to the third power, regardless of the industry – points out Mateusz Zubik, Project Manager at Smart Solutions HR. – Every supplier or subcontractor of a service or product is always looking for the unexpected. Most often, this is the human factor and preparing the staff to get through this intense period.

The expert points out that depending on the industry, they go through high seasons at different times of the year, each characterized by different durations. Different seasonality occurs in the fruit and vegetable processing sector, in various fields of e-commerce, and in retail. They are also distinguished by the dynamics of employment growth. According to internal data from Smart Solutions HR, employment increases during the high season can reach as much as 550%, including in the logistics industry. The number of employees for one of the company’s clients, specialized in supporting the e-commerce activities of a clothing chain, increases from 200 during the low season to 1300 in the high season. The number of employees also increases for the company’s clients in the fruit and vegetable processing (500%) and manufacturing (450%) sectors. The specifics of each sector require a different approach and preparation. However, there are several points that all organizations should focus on, regardless of the products or services offered.

– Preparing for the high season requires a thorough market analysis, including economic and financial forecasts that affect consumer demand. An important element is also the analysis of legal and legislative changes that may affect the way business is conducted. A detailed action plan, including budget and development calculations, allows for process optimization and risk minimization. It is also crucial to forecast demand, which helps in making decisions about investments and expansion in the upcoming months – adds Zubik.

The Most Important Factor – The Human Factor

The high season involves investments in both technology and personnel. Summaries, analyses, and process optimization are just the beginning. The most important aspect is the people.

– New employees, already during the first two days after being hired, consider changing jobs. Therefore, it is crucial to be well-prepared for welcoming new employees. To achieve maximum efficiency, it is recommended to gradually increase the staff before the peak – points out Zubik. – Onboarding, clear delegation of duties, and providing care for the new employee in the early stages not only significantly affect potential turnover but also the smoothness of processes. This way, we avoid the chaos associated with hiring new people and the unwanted impact on ongoing processes, as well as being able to test the solutions we had planned earlier.

Another very important factor that influences efficiency and reduces turnover is the clear presentation of the job offer. According to the expert, the offer should include not only the scope of duties and benefits but also information about the challenges that await the candidate. This is especially important when recruiting for the high season, as it helps maintain consistency and smoothness in the entire recruitment process.

Opportunities in Immigrants

A challenge in the Polish labor market is the availability of personnel. According to data from the Central Statistical Office (GUS), at the end of March 2025, 829.9 thousand unemployed people were registered in employment offices, which is 2% fewer than the previous month, but nearly 1% more than in March 2024. The registered unemployment rate stood at 5.3%, the same as the previous year. Given the limited availability of domestic candidates, employers are increasingly turning to foreigners. According to the report “Employment of Foreigners in Poland. Challenges and Opportunities” prepared by Gi Group, over 55% of companies see potential in immigrants that can help counteract labor shortages. Hiring foreigners is becoming a popular solution, especially in sectors that require flexibility, such as logistics, manufacturing, and retail. This allows companies to maintain continuity, meeting seasonal needs without disrupting processes.

– Every employer should be aware that the seasonality of different industries overlaps, is overlapping, and will continuously overlap. The availability of candidates in the market may be significantly limited at any given time, and we must be prepared for it in many ways. That’s why an increasingly common practice is to open up to workers from various parts of the world, who eagerly contribute to our domestic market. During the summer season, companies are much more willing to take advantage of the flexibility that temporary work offers, also to allow internal employees to take the vacations they have accrued. Foreign workers are a huge potential that is worth paying attention to, especially when preparing for the high season – concludes Zubik.

Sources: Smart Solutions HR internal data, Central Statistical Office (GUS) data.