The staffing industry is expected to see 19 percent growth this summer led by two sectors: manufacturing and distribution. That’s according to Seth Stein, president of the Abbott Staffing Group.

“Inventories are depleted, people are buying things again; therefore our manufacturing and distribution centers need to grow,” Stein said.

Growth isn’t restricted to the distribution and manufacturing industries, either. Construction, tourism and hospitality will also see a hiring boom this summer.

Third- and fourth-quarter preparations may be one of the reasons behind summer hiring this year.

Many of these new openings are expected to be filled by students looking for paid positions or internships during their time off from school.

“Typically students are looking for those internship opportunities so they can gain experience in the industry that they’re looking to build their careers in,” said Richard Pennock, vice president of U.S. operations for Kelly Services. “Someone who is getting a finance degree typically is looking for something in that finance world.”

Pennock went on to say that many of the company’s clients look at summer as an opportunity to hire students with particular backgrounds to compensate for vacationing full-time hires. In addition, it is also an opportunity to interact with students who could potentially become employees.

“We definitely see students going back for the same summer jobs year after year and eventually being hired by those companies,” Pennock said.

The student population does come with some risks, however. Many have short-term plans and may not be able to be permanently hired.

“You need to make sure that the training, the selection and the time frame they need to work is fulfilled; if not, the student population can be risky if it’s going to go into September and October,” Stein said.

Whether or not it’s the student population that companies will be hiring this summer, the more effort and planning done in advance, the better.

“Some of the best practices we’ve done for seasonal positions, including summer, would be first and foremost have a timeline and work backward by setting key benchmarks,” Stein said. “[Determine] how many hires you need and when and then [scale] up recruitment.”