Summer Hiring Tips When the Labor Market is HOT! HOT! HOT!
Summer might not be official on the calendar, but it’s definitely here in spirit! Schools and colleges are off for summer break, vacation season has begun, pools are in use, boats are out on the lake, and campers are rolling down the highway.
Admittedly, we often see people check-out of hiring during the summer months. With vacation schedules, it can be a little tricky to maintain momentum with hiring. But think of this: While your competitors are slowing down on hiring, this is a great time for you to step into hiring! Here are some tips to help you beat the heat of the current labor market:
Overcome the vacation obstacle. Joe wants a new job. Joe has a week vacation planned to the Jersey Shore the first week of August. Joe doesn’t want to start a new job because he wants PTO to use for his vacation. What if your job ad read… “PTO available for new hires to accommodate summer vacations”? Just something to think about.
Know your schedule and think backwards. If you have a two-week vacation planned and you are a key part of the interview process, what does an optimal timeline look like? Maybe the job ads start five days into your vacation and you leave open blocks in your schedule for the week you are back at work. That allows your team to start advertising the job, conduct the initial phone screens, and schedule the in-person interviews so you can hit the ground running with hiring as soon as you are back.
Move fast when others are moving slow. While your competitors are dragging out the interview process because they didn’t plan for how vacations would impact interviews, you have the opportunity to be proactive. Make it a team goal—every candidate with potential has been contacted to start the interview process within 24 business hours. Make interviews a schedule priority, leave open slots in your schedule. Offer a mix of morning and afternoon interview slots. Think through how to combine steps to allow for a thorough interview process that moves quickly.
Involve more people and loosen your control. Granted, some key hires really do require your stamp of approval. But maybe there are some hires that can be made without you. If you’ve given your team a clear picture of what to look for, can you let go of the reins and let them interview and extend offers on your behalf if you are out of the office?
Adapting your interview and hiring strategies can help you maintain momentum through the summer months and set you up for a successful fall!