人才招聘路線圖：洞悉季節(jié)性策略+The+Annual+Talent+Acquisition+Roadmap

P

YOURANNUALTALENT

ACQUISITIONROADMAP:IT’SSEASONAL!

UPDATED2024

WORLD’SLEADINGRECRUITERENGAGEMENTPLATFORM

W

BOUNTYJOBS.COM

AREEXPERIENCING

WHATYOU

CANDOABOUTIT

MARAPRMAY

Largevolumeofjobpostings,

?nalinterviewsbeingconducted.Hiresneedtobemadebeforekeydecisionmakerstakeo?on

summervacations!

Prioritizerolesneedingtobe

?lledsoonerthanothersandgetthosecandidatesinfrontofthedecisionmaker…fast.

SEPTOCT

Jobpostingsandhiresare

buzzingaseveryoneisbacktoworkfromvacationsandreadyto

produce,produce,produce.

Theendoftheyearislooming

asisthatyear’sbudget—?llthoserolesbeforeyearend,andbeforetheholidayshit.

BOUNTYJOBS

WORLD’SLEADINGRECRUITER

ENGAGEMENTPLATFORM

1

NAVIGATINGAYEARINTALENTACQUISITION:

IT’SSEASONAL!

Likemostindustries,talentacquisitionexperiencespredictableseasonalhighsandlows.Recruitingteamsthatanticipateandplanforthesecycles,however,canturnthemintoadvantagesrather

thanhurdles.Thisguidebreaksdownthehiringyearintosegments,exploringmajorevents

impactingeachseason.Whetherit’scollegegraduations?oodingthemarketwithentry-leveltalentorholidayvacationsslowinghiringmanageravailability,we’llexploreopportunitiesfortalentteamstoadaptandexcelnomatterthetimeofyear.

WHATYOU

JANFEB

Budgetsare?nal,headcountsare

approved,hiringis…onyourmarks,

getset,go!It'sacleanslateinhiring—decisionmakersarebacktowork

andit'sgameon!

Getthoseinterviewsscheduledtogetajumponrecruitingagainstyour

competitors.Continueconversationswithcandidatesthatmayhavestalledduetotheholidays.

JUN-JUL-AUG

Jobpostingsmayslightlydecline,butsummerjobseekersareseriousandreadytomaketheleaptotheirnextopportunity.

PrepforthecrazinessofFallhiringtostayaheadofyourcompetition,andtakeacloserlookatresumescomingin.Spendanydowntime

planningandadjustingstrategies.

NOVDEC

Retailandseasonalhiringmaybeup

forsomecompanies,butjobseekersinmostindustriesaren’tasplentifulas

theholidaysapproach.

Whilekeydecisionmakersaretravelingfortheholidaysandthefocusturnstobudgetstrategiesfortheupcoming

newyear,plantseedsnowwith

potentialcandidatestohitthegroundrunninginearlyQ1.

WHEREITALLSTARTS:

&

JANUARY

FEBRUARY

WhatYou

AreExperiencing

Budgetsare?nal,

JAN

headcountsareapproved hiringis…onyourmarks,getset,go!It'sacleanslate

FEB

PROS

2

KEYSTAT

Payrollemployement

inDecember2023

increasedby216,000.1

Notablejobgains

tickedupin

government,

healthcare,andleisure

andhospitality.

WhatYou

CanDoAboutIt

inhiring—decisionmakersarebacktoworkandit'sgameon!

Getthoseinterviews

scheduledtogetajumponrecruitingagainstyourcompetitors.Continue

conversationswith

candidatesthatmayhavestalledduetotheholidays.

CONS

Ah,thestartofanewyear.Filledwithso

muchpromise,somuchgrowth…and

change.Thistimeofyearhasmanylookingto?ndanewopportunity.It’safreshstart!(AndDecemberbonuseshavebeenpaid!)Somewillmakeaparallelleaptoanotherorganization,otherswillcompletely

changetheircareerpath.

Atthistimeofyear,budgetsareset.

Headcountsareapproved.Hiringcanbegininearnestafteraslowdownorcomplete

standstilloverthewinterholidayseason.Decision-makersarebackintheo?ceafterwintertravelswhichcanmakehiring

decisionshappenmorequickly.

Folksleavingfornewopportunitiescanstartasortofhiringcarousel—arecentMonster

surveyshowed95%ofemployeesarelooking

fornewrolesinthenewyear.2Somehiring

expertsstatethatthoselookingforjobsearlyintheyearhaveabetterchanceoflandingthejobastheyaresomeofthe?rsttoconnectwith

employersatthestartoftheprocess.

Atthebeginningoftheyear,thedemandfortalentmayoutweighthesupplyof

candidates.Thiscouldputthepowerinthecandidate’scourt.Whiletherearetypicallyahighvolumeofopenrolespostedatthistime,3themajorityofhireswon’tbemadeuntillateFebruaryorMarch.Thiscould

hurtorganizationsthatneedto?llroles

leftbyretireesorthosemovingontonewopportunities—iftheyhaven’tpreparedaswe’veoutlinedlaterinthe‘November&

December’sectionofthisreport.

THEKEYTOYOUR

HIRINGSUCCESS

I

-(、-

InJanuaryandFebruary,postrolespromptlyandengagecandidatesquickly.Initiate interviewsbymid-January,leveragingthepost-holiday

momentumofdecisionmakers.Aligningwiththepromiseofthenewyear,companiescancapitalizeon theavailabilityofactivejobseekers.Quicklymovepromisingtalentfromphonescreenstointerviewstotakeadvantageofthenewyear’shiringenergy.

Proactiveplanningisthe

nameofthegameheadingintothemiddle

THEHEATISON:

MARCH,APRIL,MAY

MAR

WhatYouAreExperiencing

Largevolumeofjobpostings,?nal

APR

MAY

KEYSTAT

Despiterumorsofa

recession,thelabor

marketremainedstrong

inQ22023,with

employmentincreasing

byamonthlyavgof

200,000—exceeding

pre-pandemicaverage

growth,whichwas

closerto150,000.4

interviewsbeing

conducted—hires

needtobemade

WhatYou

CanDoAboutIt

beforekeydecision

makerstakeo?on

summervacations.

Prioritizeroles

needingtobe?lled

sooner

thanothersandgetthose

candidatesinfront

ofthedecisionmaker…fast.

PROS

Here’swheretherubbermeetstheroad.Atthispoint,notonlyaretherealargevolumeofjobpostingsoutthereand

morefolksaresni?ngaroundfortheirnextopportunity,buttherecruiting

processesyou’vestartedwithpotentialcandidateslatelastyearoramonthorsopriorarecomingintofruition.O?ersarebeingmadeandhopefullyaccepted!

6Collegestudentsarelookingatsummerinternshipsandsomewillbelookingforfull-timeemployment.Similarly,seasonalhiringgetsabump—certainsectorsliketourism,hospitality,construction,and

lanscapingseeaseasonalspikeindemand.

CONS

Notmanyred?agshere—takeadvantageofthisgotime!

InQ220235,theserviceindustry,closely

followedbyprofessionalservicesandleisureandhospitality,ledingrowth,presenting

primeopportunitiesforstrategichiringin

2024.

Thisisthetimetogetnewhiresonboarded

beforethesummerslowdownstarts.

THEKEYTOYOUR

HIRINGSUCCESS

oftheyear.Thisperiod

o?ersaprimeoportunitytotapintothe poolofnewgraduates,seasonalhiring needs,andrespondtothedynamic needsidenti?edinmid-yearreviews. Successhingesonunderstandingyourorganization’sseasonalhiringtrendsand adjustingrecruitingandsourcingstrategiesaccordingly.

3

HIRINGSUCCESS

HERECOMESTHESUN:

JUNE,JULY,AUGUST

JUN

WhatYouAreExperiencing

Jobpostingsmay

be

JUL

AUG

PROS

、THEKEYTOYOUR

4

summer—makesureyou’restillappropriatelyallocatingresourcestomeetcandidates

KEYSTAT

Thesummerjobhas

madeacomeback!

Teenemploymentis

thehighestit’sever

been.In2022,37%of

allteens16–19were

partoftheworkforce,

upfrom35%in2019,

accordingtotheDept

ofLabor.6

onthedeclinein

someindustries,but

summerjobseekers

WhatYou

CanDoAboutIt

areseriousandready

tomaketheleapto

theirnext

opportunity.

PrepforthecrazinessofFallhiringtostayaheadofyourcompetition,

anduseanyslowertimetoplugholesinyour

candidateexperienceorTAstrategy.

CONS

Althoughhiringcancoolduringsummer(and2023wasnoexceptionwithquitsandhiringratesfallingtopre-pandemiclevels7),

employeesoftenhavemore?exibleschedulesduetovacationtimeandadjustedwork

hours—makingthisanidealtimetoonboardnewhiresandintegratethemintoteamswithlessdisruptionandmorepersonalized

attention,settingasolidfoundationfortheirlong-termsuccess.

Thevolumeofjobpostingshashistoricallydecreasedinthesummer,butpost-2020,

that’snotnecessarilythecaseanymore.

However,jobseekersthatapplyduringthe

summermonthsaretypicallyserious

candidates.Inthisneweraofrecovery

recruiting,talentacquisitionprosmaybene?tbytakingalongerlookatcandidatescominginandapplying.

Onthe?ipside,thetravelandtourismindustryhasseenasolidrebound

post-COVID,meaningthosekeydecisionmakersmaybeonvacation.Thiscan

extendtimeto?llpositionsandcausedelaysinprojecttimelines,so

organizationsmuststrategicallyplantomitigatethisimpactontheirhiringandoperationalgoals.

madeintheheatof

Therearestillhirestobe

wheretheyare.Thisisagreattimetofocuson strengtheningyouremployerbrand,assessingyourcandidateexperience,andpreppingforthe second“gotime”ofSeptemberandOctobertoensureyouarewayaheadofthecompetition.

4

THEKEYTOYOUR

HIRINGSUCCESS

I

-(-

LEAVESMAYFALLBUTHIRINGISUP:

SEPTEMBER&OCTOBER

WhatYouAreExperiencing

SEP

Jobpostingsandhiresarebuzzingaseveryoneisbacktoworkfromvacationsandreadytoproduce,produce,produce.

OCT

PROS

KEYSTAT

Everheardofthe

SeptemberSurge?8

Analystshavemixed

opinionsaboutits

existence,butone

thingistrue:hiringis

de?nitelycyclicaland

seasonal,and

companiesshould

customizehiring

strategiestotheir

industry.

You

What

AboutIt

CanDo

Theendoftheyearis

loomingasisthatyear’sbudget—?llthoseroles

beforeyearend,andbeforetheholidayshit.

CONS

Ariseinjobpostingsisseenaskeydecisionmakersreturnfromvacation,andthevolumeofnewhires

increasesasweheadtowardtheendoftheyear.Manyhiringmanagerswillwanttotakeadvantageofthe

remainingbudgetfortheyearandgetnewhiresinthedoorandget

onboardingstartedbeforetheendofQ4andtheholidayslowdown.

Asidefrombudgetbene?ts,many

organizationswanttogetnewfolksinandtrainedbeforetheholidayseasonmindsetsetsintohittheground

runningforthenewyear.This

preparationiscrucialnotjustfor

maintainingmomentumbutalsoforaligningnewtalentwiththe

company’sstrategicgoals,ensuringa

seamlesstransitioninto

high-productivityperiods.

Since2020,consumerspendinghas

shifted,andwe’relikelytoseetheresultofchangesinjobopeningsaswe

approachtheholidayseason.Infact,

October2023showedthelowestjob

openingssinceMarch2021,9suggestinghiringteamsapproachedhiringmore

cautiouslylastyear.Hiringteamsshouldpreparetodiversityrecruitmente?ortsacrossindustrieslessa?ectedby

seasonalspendingandfocuson

strengtheningtheiremployerbrandtoattracttalentyear-round.

Keepthemomentumgoing!

Itisimperativethatthese

?llsaremadebeforethe holidayseasonbegins.Startpreppingfornewyearstrategies.

5

THEKEYTOYOUR

HIRINGSUCCESS

I

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DEC

KEYSTAT

BABYIT’SCOLDOUTSIDE:

FromDecember2022

to2023,theU.S.

economyadded2.7

millionjobs,alarge

decreasefromthe4.8

millionaddedin

2022,11butimportant

NOVEMBER&DECEMBER

tonotethatthisisstillalargergainthan

pre-pandemicyears.

WhatYou

AreExperiencing

NOV

WhatYou

CanDoAboutIt

Whilekeydecisionmakers

aretravelingfortheholidays

andthefocusturnstobudgetstrategiesfortheupcoming

newyear,plantseedsnowwith

Retailandseasonalhiring

maybeupforsome

companies,butmanyare

stillcautious,andjob

seekersinmostindustries

aren’tasplentifulasthe

holidaysapproach.

potentialcandidatestohitthegroundrunninginearlyQ1.

PROS

Seasonalhiringhistoricallyaboundsforavarietyofindustriesinthistimeframe,butaspreviouslymentioned,employersaremorelikelytoapproachrecruitingcautiouslythanpre-pandemic.For

manyemployers,thoughthoseinretailmaycontinuetobulkupsta?tohandlefurtherdemand.

Usethistimetoresearch, network,andprepare. Puttingthewheelsinmotiontogetaheadcome

Januaryisoftheutmostimportance.Continuetobuild relationshipswithpotentialcandidatestoensure consistentpipelinegrowth.BudgetsbeginandheadcountsmaybeapprovedinJanuary,buttheworktoprepforthatstartsnow.Workforceplanningisamustin thisneweraofwork.Inordertohitthegroundrunning inJanuaryandFebruarywiththeamplenumberofjobs thatwillbeposted,it’simportanttoplantseedswellinadvance.Organizeyourpipelineofpotentialcandidates accordingtoroletypesthatmaybestsuitthem.Oncethosejobsareposted,it’sgotimeandyou’llbeready.

6

Employershaveasenseofurgencyto

?llsomerolesbeforeDecember31,

keepingrecruitersbusy.

CONS

Otherthanafewindustries,hiringslowswaydownduringtheseholidaymonthsoverthewinter.Muchlikethereboundin

summertravel,wintertravelis

back—decision-makersareaway,o?

enjoyingholidayfestivities.Ratherthanfocusingongettingnewhiresinthedoor,attentionturnstoyear-endbusinessandformingbudgetsandstrategiesforthe

newyear.Recruitersmay

?ndthemselveswithmore

openings,lesscandidates,

andlessaccesstodecision-makers

to?nalizehiresforany

candidatesthat

theydohave.

ABC=

ALWAYSBECLOSING

Regardlesswhattimeoftheyearitmaybeintalentacquisition,thereisalwaysanopportunity.Morethaneverbefore,jobseekersaremaking

movestocompaniesthatalignwiththeirvaluesandgoals,andtherearesigni?cantopportunitiestoestablish(orclarify)youremployervalue

proposition,buildyouremployerbrand,andshakeupyourtalentacquisitionstrategy.

KEYSTAT

Top5performing

industriesinthe

BountyJobs

Marketplacein2023:

Healthcare,

Manufacturing,

MedicalEquipment

andDevices,Financial

Services,andPharma

andBiotech.

Inslowerhiringseasons,youmay?ndanopportunitytopolishupyour

pipeline,followupwiththatstellarcandidatethatyou?nallyhavearole

for,gettheinterviewprocessgoing,ortoextendthoseo?ersandgetnew

hiresgoing.Eachtimeframeissuitablefore?ectiveaction.

READYFORACTION

Third-party

recruitinglends

itselfnicelyto

thatcriticalhire

regardlessofthe

timeofyear,but

especiallyinthose

hiringslumps.

QUALITYPIPELINE

Third-party

recruitershavea

pipelineofquality

candidatesat

theready,most

well-suited

forthose

hard-to-hireroles.

EXPERTISE

Leaningonthe

expertiseofa

third-partyrecr