Less competition for the best talent by recruiting now instead of post-summer!
I must admit, I used to be one of “them” that believed that it would be zero point in starting recruitment projects in June or July here in Norway.
How wrong I was…
When I look at our recruitment statistics for June and July the last three years and then look at the results this has given our clients in terms of having people on board start of Q4 or earlier (candidates typically on 3-month notice in Norway) it is rather impressive.
I have therefore decided to share some input that hopefully is valuable to companies planning to recruit and have people on board by start of Q4.
Benefits:
Starting now, means you could be “lucky” or simply good and thus having a contract signed by the candidate in June.
Starting now, means you may get people not being interested now, but then again can not avoid thinking about your position during the summer holidays. This can, and most likely, trigger candidates coming back from their holiday eager to learn more and go into a process.
Starting now, means you get to explore all candidates that have decided it is time to move jobs prior to the summer, yet if none of these leads to a hire, you then get to explore all candidates coming back from holidays eager to make a move. Best of both worlds.
Starting now, means you in all likelihood have less competition for the best talent, simply because many companies wait with recruitment until post-summer.
People often look at adverts during their holidays as they have more time.
People often have fresh starts after the summer in terms of kids starting at nursery or school thus wanting to tailor their job to their current situation.
While you are away (if you have hired someone) you can relax knowing very well that you can prioritize other things than recruitment upon return from your holidays.
While you are away (if you have not secured someone) you can be sure that your advert or external recruiter is working on it for you. Perhaps even an internal recruiter who doesn’t have a holiday planned in June?
Examples:
End of May 2021 we secured a new client with significant growth plans. They were looking to recruit approximately 20 people at all levels between June and October and wanted to have people on board ASAP. In June we hired 5 people for them, in July we hired 4 people for them and first two weeks of August we hired 7 people for them. None of this would have happened if they had waited for the summer to end.
End of May 2022 we were contacted by a company looking to hire two senior technical people. We set a goal of securing one candidate before the holidays and being in a position to give an offer to a second candidate in August. The first candidate was hired early July while the second candidate was hired end of August. Both candidates started at the start of Q4.
We worked on a senior management position with one of the fastest growing technology companies in Norway and Europe and spent the last two weeks of May and first week of June working on sourcing candidates. The candidate accepted the offer first week of June and started on the first day of Q4.
Hopefully this has been some valuable input and best of luck with your recruitment projects. To hear more about how AvantGarde Search works with agile recruitment services together with our clients, feel free to get in touch with me on efh@avantgardesearch.no or 40 43 54 93