Why smart companies hire in summer

While most businesses pause recruiting during the summer, forward-thinking companies have their pick from the talent pool. Here's why summer could be your secret weapon for attracting top talent.

Thawing the summer hiring freeze

Due to an influx of annual leave in the summer months, recruitment slows to a crawl between June and August, then in September, the scramble to hire begins. This creates problems for everyone involved:

• Extended vacancy periods
  It's not uncommon for companies doing their own hiring to see hiring efforts lasting from 3-9 months: wasting time and money in job ads, and productivity.
• Overworked staff
  While waiting for new hires to arrive, the existing understaffed teams may become overworked and demotivated.

But in actual fact, this predictable hiring freeze creates the ideal conditions for companies brave enough to break the mold.

Summer hiring advantages

• Reduced competition means faster decisions
  As fewer companies are actively recruiting, candidates may have just one compelling offer - yours! Shortening the consideration time and likelihood for bidding wars.
• Access to top talent
  The best candidates don't stop looking for new opportunities just because it's summer, they're ready for your offer.
• Team stability
  You will alleviate team stresses earlier, and reduce the likelihood of more employees resigning
• Q4 readiness
  By hiring and onboarding in the summer months, your new employee will be fully productive for the busy last quarter.

How to streamline your hiring processes this summer

To improve your company’s hiring process for the summer, here are some actionable steps:

1. Be clear and transparent 

Showing you offer competitive salaries, creative packages, clarity on hybrid working and inclusive working practices can provide clarity for job seekers and make their decision to work for you easier and faster. Ways of doing this can be found in our Talent Trends report – download your copy here.

2. Be mindful of will vs skill

Companies often become indecisive when they can’t find their 'perfect candidate' - but that person rarely exists! Instead, look for candidates that possess many skills and exhibits high growth potential – there’s a good chance they’re a great fit culturally and will be eager to advance their career with you.

3. Prepare your summer holiday-proof process

Before colleagues dust off their passports, create a robust hiring process:

• Designate more hiring decision-makers
• Establish clear timelines and buffer periods
• Set up automated candidate communication systems
• Know stakeholder availability before the search begins

George Wearden, Business Director, Michael Page comments:  

We often see processes delayed by hiring managers who are ‘out of office’ for significant periods of time, resulting in candidates accepting other roles before they are back.  You are absolutely allowed your holiday, but we recommend other people to be involved/ substituted to make sure the process isn’t delayed, and candidates aren’t missed out on.

4. Delegate your hiring needs to recruiters

If you’re struggling to hire, don’t have time to perfect your hiring processes or if annual leave will be an unavoidable issue this summer, you can outsource the recruitment process. This can also help to reduce hiring times further while maintaining candidate quality.

The summer-y

This isn't just about filling seats - it's about strategic advantage. Even if your competitors are waiting until September, the perfect candidates are not, so neither should you!

Get support with Michael Page

Michael Page can take the stress away from hiring this summer. We can source the perfect candidates, screen them, and arrange interviews quickly and seamlessly.  

In fact, our hiring times are a fraction of the average (35* days for permanent hires, 17* days for interim) - saving you time and money meaning you can hire who you need ready for a busy Q4.  

Talk to us about your hiring needs today to raise your competitiveness this summer.