Dear Santa: All I Want For Christmas Are My Open Positions Filled
Whether you’re a hiring manager or an HR manager, you’re staring at your list of open requisitions wondering if it makes sense to hire now, or wait until after the holidays – because you’ve exhausted your budget, or because too many people are gone and it’s tough to schedule interviews, or, my personal favorite “no one makes a move before the holidays.” But before you head over the river and through the woods, consider these three advantages of hiring through the holidays.
ONE – “Run, Run, Rudolph!”
From an operational perspective, many companies are currently in the process of developing their Annual Operating Plan (AOP) for next year. And according to a recent survey, it’s taking a lot longer these days to have a candidate complete the hiring process (on average 39 days or more). So if you’re looking to achieve all those goals and objectives you’re setting for 2020, you can’t afford to wait on those critical hires until the New Year. Make sure to keep the pedal to the metal for company success.
TWO – “It’s Beginning To Look A Lot Like Christmas”
There’s no doubt that many businesses slow down during the holidays. But a slow down can provide hiring managers the much needed time to conduct interviews and speed up what could normally be a longer hiring cycle during busy months. Consider being able to make several hires simply because the decision makers are in the office focusing ON the business instead of working IN the business. As budgets are being prepared and operating plans put in place, you can start to see why waiting on hiring until after the holidays could be a huge detriment to your bottom line.
THREE – “Last Christmas”
Aside from the strategic benefits, consider the timing. All of us, including passive candidates, reflect during the holidays. They ask themselves: How was my year? Am I happy in my current role? What can I do differently next year to be more successful? These introspective moments provide a PERFECT window of time to woo those “A-Players” who may be too busy contributing to their current company during the rest of the year.
While you may not be able to fill every single open position you have before 2020, it’s hard to argue that coming-out-of-the-gate January 1st with a more complete team in place doesn’t make sense. So prioritize your list of open positions (and check it twice) and aggressively start recruiting for those roles so that by the time you’re singing Auld Lang Syne, you’re in the best position possible to have a great 2020!!!
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