Recruitment in the summer is often longer and slower due to employers and candidates having busier diaries and more time away from work for summer holidays. This hinders the recruitment process as arranging dates for interviews can be tricky. To keep candidates interested in your company, our hosts discuss the importance of timelines, organisation and communication to avoid a slower hiring process. In this episode, our hosts address common questions and concerns with solutions about recruiting fresh talent during the summer months whilst also discussing how your job adverts could potentially be deterring candidates that could be costing your business.
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Key Takeaways:
Optimise your recruitment process: Streamline your hiring process to move quickly on strong candidates. Delays can cause you to lose top talent, especially when candidates might be traveling or have holiday plans.
Target passive candidates: Summer can be a slower time for active job seekers. Focus on reaching out to passive candidates who might not be actively looking but could be tempted by the right opportunity.
The market conditions: You will receive fewer applicants in the summer months, this doesn’t mean the calibre of candidates decreases! You must start the interview process as soon as a suitable candidate is identified, rather than waiting for multiple candidates to apply
Your recruitment process must be organised: The recruitment process is the first point of contact a candidate has with a company. Make sure their experience with your company is positive and that the communication is organised, and transparent.
Write effect job adverts: Your job advert could hinder your recruitment process. Not including the salary on your job advert can turn off top candidates.
Don’t stop hiring in the summer months: You must keep recruiting, even in summer when the recruitment process will be slower. It is important to stay on track with your hiring needs and not slow it down! Remember, there are still excellent candidates ready to find a new role.
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