As we approach year-end, many are predicting a recruiting ‘dead zone’.

Australia and New Zealand will break for Christmas and New Year, so recruiting will slow and won’t pick up until the last week of January. “It’s the summer break, and that is that”.

The northern hemisphere is not so severe but breaks over Christmas and New Year can still be expected, and recruitment plans are disrupted and delayed.

(Japan has Golden Week, much of Asia celebrates Chinese New Year, India loves Diwali, and there are many other examples of big recruiting lulls. The advice below holds good for all.)

Now, you could chill, sit back, go along for the ride, and simply say, ‘It is what it is. It’s that time of year.’

In other words, be average.

Or you can swim against the tide and use the impending break as a catalyst for meaningful action. Action that will pay off with a fast, productive start to 2025.

Much of the poor results you experience ‘over the holidays’ are caused by your self-fulfilling prophesies. Millions of people will get new jobs over the next 8 weeks!

Here is your seven-point action plan

My advice is to use the impending holiday season…

1: As a prompt to fast-track actions or make decisions. For example, “Let’s get all first interviews done before Christmas, Ms Client, so we keep the interest of these high calibre candidates high” and “I know you don’t wish to recruit till the new year, but let’s sit down and do the complete job briefing now Mr Client – so I can start talent searching, and ramp things up immediately after the break.”

2: Use the new year as a “fresh start” with all your current or good but lapsed clients. “2025 is a new year with new challenges, Mr Client. Whether or not you have immediate hiring needs, let’s map out our talent strategies early to get ahead of the competition. Can you meet on the week of the 15th?

3: Set a definitive agreed strategy with all active clients for an action plan on all open jobs. If you are going to be away, make it clear who the point person in your team is, and then get full details on the client availability, when they are back, and what date we kick start the search again. A specific date in the diary for a call, VC, or IRL is best. Understand me. “Hey, Ms Client, I will call you when you get back” is not good enough!

4: Call every candidate ‘in play‘ (those out on interviews or being represented to your clients via resumes), check in on their movements and how they feel about the jobs they are up for, and re-calibrate their job search criteria. Set a date for a reconnect call or meeting after the holidays—I mean a diary date!

5: Call your good candidates ‘not in play‘ but who you want to work with, check where they are up to, offer encouragement, and commit to reconnecting in 2025.

6: If you are taking a break, make it relaxing, and forget about work for the duration. But be smart and make a complete ‘to-do’ list of everything you need to follow up on your return. Don’t leave anything to memory. Have it listed, then smash that list on your return

7: Make sure the proper comms are sorted. An accurate and helpful ‘out of office‘ email reply. Ensure you are clear about your return date – and who to contact while you are away. Same for voice mail. You might think this is micro and somewhat petty. But trust me, many people do not do this. Emails and voicemail messages go unanswered, and there is no indication that your ‘service provider’ is on leave. Just silence. It’s bizarre, rude and incompetent.

5,000 recruiters will read this article within 24 hours if this blog gets my typical weekly audience. I hope most of them will think it’s solid advice and makes sense.

I also believe that less than 10% (at best) will act on it.

Indeed, that is the real story of success in recruitment and maybe life. Knowing what you need to do is one thing. Actually, doing it is an entirely different mindset. (Me and the gym is a good example)

Which group are you in?

The 90%?

Or the 10%?

Happy Holidays all

I will take a blogging break till mid/late Jan ’25

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