Hello and welcome, you have arrived, again, at that point where the burning question, “Where did this year go?” is at the forefront of most conversation. Apart from it monopolising small talk and meeting intros, it shines a spotlight on our annual planning schedules and the list of Things We Need To Achieve By Year End. Joining the fact that, as the weeks swiftly pass us by, we are fast running out of runway and time for Things We Still Need To Do. Alongside your Schedule For The Year Ahead.
In terms of your hiring strategy, this stark reality looms:
If you plan to have new permanent hires commence before February 2026, the process needs to start now.
Additionally, we recognise that, for hiring managers, recruiting for your team can often represent a distraction from your core responsibilities, and a further task outside of a manager’s ‘day job’.
Fortunately, Clicks is here to make hiring simple, and here’s the simple truth:
New year hires are this year’s Q4 hires.
This is something we, as recruiters, are keenly aware of. You may also, but this deadline can often creep up from behind you and tap you on the shoulder, giving you a fright, year on year.
It affects every industry, even our own. Recently, Clicks ran a hiring campaign for an internal senior position that kicked off with interviews in early September. After we found our preferred candidate, who is located interstate, then conducted second interviews, psychometric testing, team introductions, reference checking, right to work checks, remuneration package negotiation and so on… we were looking at mid-January as an agreed start date.
Here’s another insight as a bonus tip:
Great talent is rarely unemployed talent.
Most hires will need at least a four-week notice period, which increases to three months for senior hires. We also recommend and encourage new starters to take at least a week off between jobs. Often longer, depending on when they last had a decent break. Starting a new a new job, plus all the associated brain power required to learn everything is exhausting at the best of times. It can be counter-productive to have someone join your team if they have not had a decent break for over 12 months.
If we do the maths on a late October hiring campaign, it lands you somewhere in early to mid-December as the earliest start date. This is not ideal, as everything a person learns, even the most professional of professionals, over a frantic two weeks is 90% forgotten after the Christmas break. This can then result in having to spend valuable time and resources on re-work in the new year.
Finally, our best advice:
Streamline your hiring process.
According to Clicks’ latest IT Workforce Insights report, 39% of job seekers surveyed responded that they have withdrawn from a recruitment process because it took too long. Top tier candidates know their worth and will have options. Losing them due to poor hiring practices is an operational risk your organisation can, and should avoid.
If your hiring process runs like clockwork, or is outsourced to an expert recruitment agency, you may be less worried about the time delay. But there is added appeal, and reputational reward for your organisation if you can offer a candidate the option to spend school holidays with their families or get away for a decent break of a few weeks. It affords them the opportunity to begin their new role in the New Year, fully refreshed and feeling highly engaged and grateful.
If hiring is on your radar over the next six months, there are a multitude of reasons you shouldn’t delay, and no downsides to starting your permanent hiring process right now.
Ready to hire for Q1? Contact your Clicks Account Manager to talk through your headcount pipeline. You will benefit from expert salary guidance, insights into the size of the talent pools of your desired skillsets, and how you can maximise your EVP to high-potential applicants.
Clicks champions gender and neurodiversity, giving you access to expert advice on hiring from these talent pools in today’s hiring market.
