Why December Beats January for Recruitment: Unwrap the Gift of Talent

Many companies I speak to start delaying their hiring plans to the following year. The reasons often revolve around being too busy finalizing year-end goals, concerns about not finding the right candidates, or wanting human capital costs (including recruitment fees) to fall into the new year.

But if you think hiring in December is as outlandish as Santa skipping Christmas Eve, think again. There are clear advantages to staying on strategy and recruiting now rather than waiting for January. Let’s unwrap a few:
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Beat Your Competitors to the Best Candidates

Most businesses follow the same cookie-cutter approach—pressing pause on recruitment until January. That’s your chance to don your Santa hat and sweep up the top talent while your competitors are too busy caroling.

Finding the right candidate is all about timing. Waiting until the new year might mean your ideal hire is suddenly fielding multiple offers from other companies. This could force you to make your Employee Value Proposition (EVP) or salary packages more competitive, with no guarantee that the candidate will join.

Plus, making an offer in December can be a wonderful pre-Christmas surprise for a future hire!  “Merry Christmas! Here’s your dream job!” has a nice ring to it, doesn’t it? You can always negotiate a start date that accommodates any bonuses they’re waiting on from their current role.
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Higher Success Rate for Interviews

Candidates are generally more flexible towards the end of the year, making it easier to schedule and honor interviews. In December, it’s easier for candidates to slip out for a lunch meeting or attend a virtual interview without raising eyebrows. With everyone distracted by secret Santa, office parties, and dodgy renditions of Jingle Bells, no one’s keeping tabs on their lunch breaks.

Come January, things shift. Employees returning from leave often find it harder to take time off or step away for interviews, especially with the fresh focus on new-year goals.‍

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Increased Candidate Motivation to Move

November and December are reflective months for many candidates. They start assessing their career goals, reviewing what they’ve achieved during the year, and considering what will bring them job satisfaction in the next one. Ultimately they wonder is career is as exciting as a pair of Christmas socks?

That “new year, new me” mindset can motivate them to update their CVs and explore new opportunities. Striking while the iron is hot in December gives you a head start before the distractions of the new year set in.

Once January rolls around, many candidates get caught up in their new responsibilities and projects, leaving less time to explore the job market during Q1. And remember, over 60% of the workforce consists of passive talent—people who aren’t actively looking but are open to new opportunities. Recruiting in December lets you catch candidates while they’re in that reflective holiday haze, warmed by mulled wine and motivated to make a change.
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But What About Year-End Bonuses?

Yes, year-end bonuses are a real thing—but that doesn’t mean you can’t play Santa. If a candidate’s dream role is under your tree, work around their timeline. It’s important to understand your candidate’s situation:

• Are they eligible for a bonus?
• When will it be paid out?
• What’s their ideal timeline for resigning and starting a new role?

You can always negotiate a delayed start date to accommodate their bonus while securing their commitment early. This is often more effective than waiting two months to restart the hiring process, facing steeper competition.

Recruitment is like Christmas dinner: it requires a plan, good timing, and occasionally bribing someone with pudding, or in my case Trifle! 
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Faster Processes

December’s shorter month means decisions need to be made swiftly before everyone clocks off for mince pies and Love Actually. There’s a collective push to wrap things up before the holiday break and you need to make sure your team is onboard to help make this happen. If you’re prepared to act quickly—scheduling interviews, extending offers, and planning January start dates—you can bypass the usual delays.
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Remove Obstacles to Your Christmas Wishlist

Obstacles come in many forms, but partnering with a recruitment agency can help smooth things out. For instance, if budget constraints around recruitment fees are a concern, discuss flexible arrangements with your recruitment partners.

As a recruiter, I’ve often deferred invoices to the new year to help clients secure a critical hire before December ends. It’s an easy accounting fix and strengthens the relationship. After all, recruitment should feel more like a Christmas miracle than a lump of coal.
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Stay Ahead of the Game

Even if the stars don’t align perfectly, starting your hiring efforts in December builds a strong candidate pipeline for January. While others are scrambling to recover from their holiday hangovers, you’re ahead of the game—cue We Are the Champions playing softly in the background.

Hiring in December isn’t just about staying ahead; it’s about embracing the spirit of giving—like gifting yourself the perfect new hire. Sure, your competitors might be roasting chestnuts by the fire while you’re scheduling interviews, but come January, they’ll be scrambling while you’re toasting to your foresight (and your fully staffed team).

So, this holiday season, don’t let the “new year, new hire” mantra fool you. Instead, play Santa, snatch up the talent, and start the new year already winning. Who says December is just for shopping and mulled wine? It’s also for hiring the people who’ll make next year’s goals a reality.

Now, go get your perfect hire. And maybe some mince pies while you’re at it—because you’ve earned it.

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