The Best Time of Year to Hire
Posted on 16th January 2025 at 15:32
By focusing on peak recruitment seasons, SMEs can find and hire top talent. In this blog we offer tips for creating an effective hiring process, ensuring clear communication, fairness, and a positive candidate experience.
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Hiring for SMEs: Finding Great Talent is All About Timing!
Timing is everything, especially when it comes to decisions that shape our future - whether it's ending a relationship or leaving a job. As an SME, understanding when candidates are most active can be the key to securing the top talent your business needs to thrive.
The graph below, showing the "Most Common Break-Up Times" based on Facebook status updates, highlights key moments when people tend to re-evaluate their commitments. Breakups increase two weeks before Christmas and then spike again in early spring, from January through to a peak in March. Interestingly, these trends align closely with when employees are most likely to "break up" with their employers and hit the job market. For SMEs, these peaks offer golden opportunities to connect with highly motivated candidates.
When Are Candidates Most Active?
If you want to nail your hiring efforts, timing is everything. The beginning of the year, from January through March, is a prime time for job seekers, and therefore one of the best times to hire. The "New Year, New Job" vibe often drives professionals to rethink their career paths, update their resumes, and explore new opportunities. For SMEs, this is an ideal period to advertise job openings, and engage with a large pool of active candidates.
Beyond the winter rush, there are two other key hiring periods to consider. The first occurs in the summer months, particularly in July. After a summer break, or a period of reflection, many professionals return to the job market with renewed energy and focus. This trend is especially relevant for individuals who’ve used their holiday time to evaluate their current roles and career goals.
The second peak arrives after summer, particularly in September and October. This period, often referred to as "back-to-business season," sees an influx of candidates energised by the changing seasons, and the approach of year-end evaluations. For SMEs, targeting these periods can help maximise exposure to talented professionals who are ready to make a move.
Why Timing Matters
Timing isn’t just about when candidates are most active; it’s also about when your business needs to hire. Planning recruitment efforts around your organisation’s growth cycles can ensure you have the right team in place to meet key goals. For example:
• January-March: Ideal for hiring fresh talent to kickstart the year.
• June-July: Great for hiring seasonal or project-based employees.
• September-November: Perfect for long-term roles, as candidates seek stability before the holiday season.
Conversely, December and August tend to be slower periods for hiring. In December, candidates and employers alike are often distracted by holiday preparations. In August, summer holidays can reduce availability and engagement. While hiring during these months isn’t impossible, SMEs may need to invest extra effort to attract attention and maintain momentum.
How to Build a Great Hiring Process
Getting the timing right is just one piece of the recruitment puzzle. The way you manage your hiring process can make or break your chances of landing the best talent. Candidates today expect more than just a transactional recruitment experience - they’re looking for businesses that are fair, respectful, and human. Here’s how SMEs can deliver:
1. Be Clear About What You Need
A solid job description is essential. A well-crafted job description clearly outlines the role, responsibilities, and qualifications. Highlight your company’s culture and values to give candidates a sense of what it’s like to work with you. This transparency not only attracts the right applicants, but also sets realistic expectations from the start.
2. Keep Candidates in the Loop
Communication is key. Let candidates know about what to expect at every stage of the process, from application to final decision. Timely updates, even if they’re brief, show candidates that you value their time and effort, which can set your company apart.
3. Be Fair and Inclusive
Make sure your recruitment process gives everyone a fair shot. Use structured interviews and clear evaluation criteria to create a level playing field for all applicants. Avoid unconscious bias by providing training for your hiring team.
4. Make It a Positive Experience
Even if a candidate doesn’t get the job, they should leave with a positive impression of your company. Offer constructive feedback, thank them for their time, and leave the door open for future opportunities. Positive experiences can turn candidates into advocates who speak highly of your company.
5. Show You’re Human
At its core, recruitment is about building relationships. Show candidates that you care about them as individuals, not just potential employees. A personal touch can leave a lasting impression, and boost your reputation as an employer of choice.
Navigating Seasonal Challenges
While the January-March and September-October windows are prime hiring seasons, SMEs should be prepared for potential challenges during these times. Increased competition from other employers can make it harder to stand out, so it’s essential to market your openings effectively, and highlight what makes your company unique.
During slower hiring months, such as December and August, SMEs can focus on long-term strategies such as talent pipelining and employer branding. Building relationships with potential candidates throughout the year ensures that when the time comes to hire, you’ll have a pool of interested and qualified individuals ready to engage.
Why a Thoughtful Recruitment Process Matters
For SMEs, a respectful and well-thought-out hiring process isn’t just a nice-to-have; it’s a game-changer. Treating candidates well doesn’t just attract great people; it also boosts your reputation as an employer. Candidates talk, and whether they get the job or not, their feedback can influence others who might consider working with you.
Plus, a fair and structured process helps you avoid costly mistakes. Hiring the wrong person can be a significant financial and operational setback for an SME, so it’s worth putting in the effort to get it right. Moreover, a good recruitment process lays the foundation for happier, more engaged employees, who are more likely to stick around.
The Role of Expertise in Recruitment
For SMEs, the recruitment process can be daunting, especially when faced with limited resources and time. This is where partnering with experienced HR professionals can make all the difference. By working with a trusted HR outsourcing company, businesses can access tailored recruitment strategies that streamline the hiring process, attract top talent, and ensure the best fit for their unique needs. Expert guidance can also help SMEs tap into both active and passive candidate pools, providing valuable insights and support that go beyond traditional hiring methods.
Call or email us to find out more about how we could help:
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Final Thoughts
Timing your recruitment efforts strategically can make a huge difference for SMEs looking to secure top talent. The peak hiring seasons of January-March and September-November offer excellent opportunities to connect with motivated candidates. However, success isn’t just about when you hire - it’s about creating a recruitment strategy that aligns with your business's long-term goals.
By focusing on clarity, communication, fairness, and humanity, SMEs can create a hiring process that attracts great talent and builds lasting relationships. Investing in HR expertise and long-term strategies during slower periods can further enhance your recruitment efforts and position your business as a desirable place to work. After all, it’s not just about who you hire - it’s about how you hire.
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