Talent Acquisition Seasons

The employment panel concluded the main part and moved to Q&A. An attendee took the mic and said she had been job hunting for the last 3 months, yet had not landed a single interview. She said it felt demoralizing, and asked - Why?

The secret to her question is when she was looking for a job. Indeed, the three months she mentioned were the three months of Summer.

To some the concept of Talent Acquisition waves is obvious, yet on many occasions I have shared it to be replied with "I never thought of that this way, interesting perspective". I believe Talent Acquisition has seasons, I suppose, as everything else.

Fall

Hiring peaks are in the fall, the next arc occurs around March/April after fiscal bonus payouts. The slowest periods are summer and around Christmas time and the New Year.

Why is that so?

The greatest hiring wave happens at the edges of the third and the fourth quarters each year. This is when businesses return from vacation and realize what else must be delivered by year’s end. The budget is allocated to mining talent that can perform fast enough to meet annual KPIs. Normally we see many more roles posted from September to November as well as many more applicants. 

It is the decision-making process that happens within business that drives Talent Acquisition waves. In fall, businesses make decisions faster to attain remaining goals before the end of the year. It also reflects in a shorter recruitment cycle span; from posting a role to signing a job offer as both parties – job seekers and the hiring teams – are in a more mobilized mood. 

Spring

Similarly February, March and April are the annual bonus payout month for a majority of businesses, but this is also the time when businesses plan for the year ahead. It is the annual decision-making process within the first quarter of a given year that eventually drives hiring. It usually finalizes at the end of the 1st quarter on a larger scale, bonuses get paid out and hiring begins. 

Businesses look to hire talent in plans for the year ahead. In the fall businesses are hiring using hindsight and trying to complete unfinished objectives. Those who are slow decision makers will fall behind on talent attraction during 'hot' seasons. Per job seekers who procrastinated doing the right homework, hitting the 'high season' unprepared will lead to potential loss in interesting career moves.

Summer and Winter

In this manner summer and the Christmas/New Year seasons are the slowest hiring periods because lesser or slower decision-making is happening within businesses. The pattern that I've often observed is whilst a role can open in May, the finalization process won’t occur until September. 'Everybody was away!' 

The Winter season of Talent Acquisition lays somewhere between mid-December and early February. This is when many take vacations or busy themselves with all manner of personal and family concerns. The application flow can drop to zero for the few weeks around Christmas and the New Year. What hiring teams are usually busy with through this period is finalizing hiring that started during the fall. 

Ride the wave

Every season has its own advantage and disadvantage.

In the fall and spring there are significantly more job openings. There are also significantly more Job Seekers, thus the competition heats up for both parties of this overcomplicated process. For a business it would be more effective to use careful resume assessments and reviewing all candidates who come in. You get so many that you can build up your resource pool for future vacancies during slower seasons.

To you the jobseeker I advise testing the waters in fall and spring whether you are looking for a career change or are merely curious. If you start your conversations with potential employers on the high waves of hiring during fall and spring, unparalleled opportunity may arise a little later when you don't quite expect it. But the conversation itself will grant you an introduction as you learn about the company while building rapport. Very often candidates interviewed during the hot hiring season yet didn’t make it past the second and third tiers are reconsidered a few months later, therefore there is still a chance.

Summer, New Year and Christmas times are slow also for both businesses and job Seekers. During these times I would suggest businesses utilize more direct sourcing and for candidates to push your accelerator on networking and socializing within professional communities.

I also want to tell you that there is an exception to every rule, policy or process. Certain hiring happens based on product launches or regulatory requirements changes or other forces within the business and labour market.

Generally, there is a higher chance to succeed if you ride the overall wave that is just happening at this moment in time. However, if you, business representative or a Job Seeker, know what you want and are ready to get it, then create your own wave, be your own season.

I hope this article will give hope to those who are looking for their next endeavour – you will take action and rest at the right time. I also hope that it will provide you with more insight into those who are seeking their best Talent – you will focus on the right channel and will make decisions faster. 

May you ride the wave happily and land at your perfect destination.

Katerina