NuStaff

Why Summer Can Cause a Hiring Slowdown

The summer months can often be seen as a disruption when it comes to recruitment. For many companies, this time of year brings delays, obstacles, and a lack of urgency across hiring teams.

This can include:

• Key decision-makers on annual leave: With managers or directors on annual leave during the summer, the hiring process tends to slow down.
• Candidate availability drops: The summer also sees potential hires away on holiday, and many may feel reluctant to change jobs until the autumn.
• Team workloads shift: Many businesses experience skeletal staff and reduced hours for employees during the summer, making it harder to organise interviews and shortlist applicants.
• A sense of ‘September Syndrome’: Knowing that more candidates will become available in the autumn, some businesses delay hiring until after the summer.

But it doesn’t have to be this way. Here are a few strategies to help your business overcome those recruitment obstacles:

Strategy 1: Embrace Technology to Keep Recruitment on Track

If you find that annual leave and holiday schedules are causing delays for your business, utilising the latest technology can be the secret weapon your business needs. Using smart, digital tools to help you streamline the hiring process will reduce the risk of your business depending on in-person availability.
You can achieve this by:

• Video interviews: With tools like Zoom and Microsoft Teams at your fingertips, embracing these tools will allow your business to connect with prospective candidates wherever they are - working remotely or abroad.
• Automated scheduling tools: Using scheduling tools will help you reduce back-and-forth emails to candidates by letting them choose their own interview slots.
• Digital onboarding platforms: Digital onboarding platforms help your business prepare for smooth starts, even with hybrid or remote setups.
• Applicant tracking systems (ATS): These tools help organise applications, track progress, and make it easy to share notes with colleagues.

By embracing and implementing the latest technology tools, your business can stay agile and responsive regarding recruitment – especially during the summer.

Strategy 2: Nurture and Grow Your Candidate Pipeline

Even if you’re not actively hiring at your company, the summer months are the best time to start networking, building meaningful relationships and preparing for future vacancies.

This can be done by:

• Reconnecting with previous applicants: It’s a good way to connect with candidates who have previously missed out on roles at your company, but are still open to new roles.
• Engaging passive candidates: Many candidates aren’t actively job-hunting during the summer, so it’s a great time for your business to connect with them and start informal conversations.
• Screening and shortlisting early: Stay one step ahead of your competitors by identifying potential hires in the summer to avoid the autumn recruitment rush.
• Creating talent pools: Segment candidates by skills or experience to help speed up future recruitment drives.

By following these steps, your business can keep its talent pipeline flowing smoothly during the summer - so you can be ready to hire when the time is right.

Strategy 3: Use the Downtime to Refine Your Employer Brand

If fewer roles are going live in your company during the summer, consider it a good time to focus on how your business is perceived by potential candidates.

You can do this by:

• Refreshing your careers page: Ensure your brand messaging aligns across all channels, and that team stories are up to date on your website.
• Auditing and improving job descriptions: Check to see if all job descriptions are inclusive, engaging, and appealing to prospective candidates.
• Showcasing workplace culture: Show potential candidates that your business is an appealing place to work by sharing summer team days, charity events, or behind-the-scenes snapshots on social media.
• Collecting employee testimonials: As testimonials are key to attracting candidates, share enticing and first-hand stories from your team as a powerful tool for future recruitment campaigns.

Having a strong employer brand helps attract high-quality applicants to your business, so by following these steps you can keep your business in the minds of future talent.

Strategy 4: Prep Internally for Future Success

The summer months can also act as a planning period for your business to review what’s working, what’s not, and what changes need to be made for Q3 and Q4.

You can prepare for the post-summer rush by:

• Reviewing your hiring needs: Identify which departments in your company will need support over the next six months.
• Identifying upcoming skills gaps: Look ahead to spot any potential gaps in your business such as team changes, promotions, or upcoming projects.
• Benchmarking salaries and benefits: Ensure that your business’s offerings remain competitive in your market.
• Training your hiring team: The summer months are a useful time to refine your interviewing techniques, and undertake training.

By preparing internally, your business will be in a much stronger position when the hiring market picks up again.

NuStaff Is Here to Help

At NuStaff, we understand how summer hiring challenges can affect your business - but with the right partner by your side, you don’t have to lose momentum. Our experienced team works all year round to help employers stay visible, attract the right candidates, and move recruitment forward.

We offer support to employers during the summer hiring season, including:

• Active candidate engagement
• Flexible scheduling support
• Refined job specification development
• Market insight

Whether you are currently hiring, or planning ahead for September, NuStaff is here to help you stay proactive and prepared for Q3 2025 and beyond.
Contact NuStaff for Hiring Support

📞 Call us: 03442 645 456
📧 Email: info@nustaff.com
🌐 Visit: www.nustaff.com