In October, while looking at the seasonal hiring notice posted at the entrance of the local grocery store, I suddenly remembered the past. I've seen quite a few people who started as temporary holiday workers and ended up staying on.

Conversely, many quietly disappeared from the list the day after Christmas. They wore the same uniform and earned the same hourly wage, yet the outcomes were different.

I was curious about the difference, so I looked up this year's numbers. Honestly, the atmosphere isn't great.

According to a forecast released by the outplacement consulting firm Challenger, Gray & Christmas on September 23, last year's fourth-quarter seasonal hiring in retail was 461,500. This is a 15% decrease from 543,100 in 2024, marking the lowest number since 2008.

This year's forecast is even lower at 450,000. It's ironic that a company with 'Christmas' in its name announced a reduction in year-end jobs.

The transportation and warehousing sectors are similar. Last year's fourth quarter saw 266,500 hires, a 12% decrease from the previous year, and the lowest since 2018.

Large companies have also gone quiet. Amazon, which has hired 250,000 people for several consecutive years, has not disclosed this year's numbers up to the time the report was released, and the same goes for Target and Kohl's.

For reference, Challenger pointed to automation and reliance on permanent staff as reasons for the decrease in seasonal hiring last year. It seems to suggest that those who can do the jobs machines cannot will remain.

While the number of positions has decreased, there are still people who stand out among them. Therefore, I believe that this season, it has become more important to be the one who remains rather than just getting in.

A good example is the craft supply chain Michaels. They announced they would hire over 10,000 seasonal workers this year, and Challenger's report indicates that nearly half of last season's store seasonal employees were converted to full-time positions.

Amazon has also stated that up to one-third of their year-end hiring consists of rehires from previous employees. This means the company is looking for people who have worked there before.

So, what sets apart those who make it into that half or that one-third? Based on what I've seen in my work life and what hiring managers commonly say, it generally comes down to the following:

First is punctuality. It may sound cliché, but what seasonal managers fear most is not an incompetent employee but one who doesn't show up.

Those who arrive on time in the early hours of Black Friday are remembered just for that. To put it in Korean terms, showing up is like getting half the attendance score.

Second is letting them know in advance that you can work after January. Many people wait until the end to mention this.

From a manager's perspective, there's no way to know if this person will just fill in for December and leave. It's best to clearly state during the interview or around early December that you want to continue working.

Third is having experience in various roles. Those who have worked in stock, returns, and pickup counters, in addition to the cash register, are more likely to survive the staffing adjustments at the beginning of the year.

After the holiday season, stores see a drop in customers and an influx of returns and inventory checks. I believe that those who can be placed anywhere during that time are the first to remain.

Fourth is a willingness to volunteer on the busiest days. Those who offer to take shifts the weekend after Thanksgiving or just before Christmas will stand out.

Of course, I'm not saying to overexert yourself. Working conditions like overtime pay vary by company, so be sure to check when signing a contract.

Fifth is having a customer-friendly attitude rather than just English skills. Many immigrants worry about their pronunciation, but managers remember those who can handle long lines with a smile.

I think the sensitivity I learned in Korea is quite useful here. It's about the habit of filling shelves without being told when they are empty.

Sixth is how you say goodbye at the end. Even if you receive a notice of contract termination after the season, those who leave politely with their contact information are the ones who get calls back in the spring.

A high rehire rate ultimately means that your behavior when leaving is also being evaluated. If you slam the door on your way out, that door won't open again next winter.

Lastly, let me give you a realistic reminder: becoming a full-time employee from a seasonal position is not guaranteed. Depending on the company's circumstances and store sales, even good employees may not be retained in some years.

However, in a year like this, where positions are decreasing, the difference between those who stay and those who leave becomes clearer. When the hiring numbers are low, the selection criteria become stricter.

If I were to start a holiday job now, I would memorize the manager's name in the first week and express my desire to work in January during the first week of December. I believe these two things are the most certain strategies, rather than anything grand.

Instead of viewing a holiday job as just a way to earn some pocket money, how about thinking of it as a one-month interview? I hope everyone wearing a uniform this winter will still be wearing it in January.