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P
YOURANNUALTALENT
ACQUISITIONROADMAP:IT’SSEASONAL!
UPDATED2024
WORLD’SLEADINGRECRUITERENGAGEMENTPLATFORM
W
BOUNTYJOBS.COM
AREEXPERIENCING
WHATYOU
CANDOABOUTIT
MARAPRMAY
Largevolumeofjobpostings,
finalinterviewsbeingconducted.Hiresneedtobemadebeforekeydecisionmakerstakeoffon
summervacations!
Prioritizerolesneedingtobe
filledsoonerthanothersandgetthosecandidatesinfrontofthedecisionmaker…fast.
SEPTOCT
Jobpostingsandhiresare
buzzingaseveryoneisbacktoworkfromvacationsandreadyto
produce,produce,produce.
Theendoftheyearislooming
asisthatyear’sbudget—fillthoserolesbeforeyearend,andbeforetheholidayshit.
BOUNTYJOBS
WORLD’SLEADINGRECRUITER
ENGAGEMENTPLATFORM
1
NAVIGATINGAYEARINTALENTACQUISITION:
IT’SSEASONAL!
Likemostindustries,talentacquisitionexperiencespredictableseasonalhighsandlows.Recruitingteamsthatanticipateandplanforthesecycles,however,canturnthemintoadvantagesrather
thanhurdles.Thisguidebreaksdownthehiringyearintosegments,exploringmajorevents
impactingeachseason.Whetherit’scollegegraduationsfloodingthemarketwithentry-leveltalentorholidayvacationsslowinghiringmanageravailability,we’llexploreopportunitiesfortalentteamstoadaptandexcelnomatterthetimeofyear.
WHATYOU
JANFEB
Budgetsarefinal,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
Budgetsarefinal,
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.Thistimeofyearhasmanylookingtofindanewopportunity.It’safreshstart!(AndDecemberbonuseshavebeenpaid!)Somewillmakeaparallelleaptoanotherorganization,otherswillcompletely
changetheircareerpath.
Atthistimeofyear,budgetsareset.
Headcountsareapproved.Hiringcanbegininearnestafteraslowdownorcomplete
standstilloverthewinterholidayseason.Decision-makersarebackintheofficeafterwintertravelswhichcanmakehiring
decisionshappenmorequickly.
Folksleavingfornewopportunitiescanstartasortofhiringcarousel—arecentMonster
surveyshowed95%ofemployeesarelooking
fornewrolesinthenewyear.2Somehiring
expertsstatethatthoselookingforjobsearlyintheyearhaveabetterchanceoflandingthejobastheyaresomeofthefirsttoconnectwith
employersatthestartoftheprocess.
Atthebeginningoftheyear,thedemandfortalentmayoutweighthesupplyof
candidates.Thiscouldputthepowerinthecandidate’scourt.Whiletherearetypicallyahighvolumeofopenrolespostedatthistime,3themajorityofhireswon’tbemadeuntillateFebruaryorMarch.Thiscould
hurtorganizationsthatneedtofillroles
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,final
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
makerstakeoffon
summervacations.
Prioritizeroles
needingtobefilled
sooner
thanothersandgetthose
candidatesinfront
ofthedecisionmaker…fast.
PROS
Here’swheretherubbermeetstheroad.Atthispoint,notonlyaretherealargevolumeofjobpostingsoutthereand
morefolksaresniffingaroundfortheirnextopportunity,buttherecruiting
processesyou’vestartedwithpotentialcandidateslatelastyearoramonthorsopriorarecomingintofruition.Offersarebeingmadeandhopefullyaccepted!
6Collegestudentsarelookingatsummerinternshipsandsomewillbelookingforfull-timeemployment.Similarly,seasonalhiringgetsabump—certainsectorsliketourism,hospitality,construction,and
lanscapingseeaseasonalspikeindemand.
CONS
Notmanyredflagshere—takeadvantageofthisgotime!
InQ220235,theserviceindustry,closely
followedbyprofessionalservicesandleisureandhospitality,ledingrowth,presenting
primeopportunitiesforstrategichiringin
2024.
Thisisthetimetogetnewhiresonboarded
beforethesummerslowdownstarts.
THEKEYTOYOUR
HIRINGSUCCESS
oftheyear.Thisperiod
offersaprimeoportunitytotapintothe poolofnewgraduates,seasonalhiring needs,andrespondtothedynamic needsidentifiedinmid-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),
employeesoftenhavemoreflexibleschedulesduetovacationtimeandadjustedwork
hours—makingthisanidealtimetoonboardnewhiresandintegratethemintoteamswithlessdisruptionandmorepersonalized
attention,settingasolidfoundationfortheirlong-termsuccess.
Thevolumeofjobpostingshashistoricallydecreasedinthesummer,butpost-2020,
that’snotnecessarilythecaseanymore.
However,jobseekersthatapplyduringthe
summermonthsaretypicallyserious
candidates.Inthisneweraofrecovery
recruiting,talentacquisitionprosmaybenefitbytakingalongerlookatcandidatescominginandapplying.
Ontheflipside,thetravelandtourismindustryhasseenasolidrebound
post-COVID,meaningthosekeydecisionmakersmaybeonvacation.Thiscan
extendtimetofillpositionsandcausedelaysinprojecttimelines,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
definitelycyclicaland
seasonal,and
companiesshould
customizehiring
strategiestotheir
industry.
You
What
AboutIt
CanDo
Theendoftheyearis
loomingasisthatyear’sbudget—fillthoseroles
beforeyearend,andbeforetheholidayshit.
CONS
Ariseinjobpostingsisseenaskeydecisionmakersreturnfromvacation,andthevolumeofnewhires
increasesasweheadtowardtheendoftheyear.Manyhiringmanagerswillwanttotakeadvantageofthe
remainingbudgetfortheyearandgetnewhiresinthedoorandget
onboardingstartedbeforetheendofQ4andtheholidayslowdown.
Asidefrombudgetbenefits,many
organizationswanttogetnewfolksinandtrainedbeforetheholidayseasonmindsetsetsintohittheground
runningforthenewyear.This
preparationiscrucialnotjustfor
maintainingmomentumbutalsoforaligningnewtalentwiththe
company’sstrategicgoals,ensuringa
seamlesstransitioninto
high-productivityperiods.
Since2020,consumerspendinghas
shifted,andwe’relikelytoseetheresultofchangesinjobopeningsaswe
approachtheholidayseason.Infact,
October2023showedthelowestjob
openingssinceMarch2021,9suggestinghiringteamsapproachedhiringmore
cautiouslylastyear.Hiringteamsshouldpreparetodiversityrecruitmenteffortsacrossindustrieslessaffectedby
seasonalspendingandfocuson
strengtheningtheiremployerbrandtoattracttalentyear-round.
Keepthemomentumgoing!
Itisimperativethatthese
fillsaremadebeforethe holidayseasonbegins.Startpreppingfornewyearstrategies.
5
THEKEYTOYOUR
HIRINGSUCCESS
I
-(、-
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,thoughthoseinretailmaycontinuetobulkupstafftohandlefurtherdemand.
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
fillsomerolesbeforeDecember31,
keepingrecruitersbusy.
CONS
Otherthanafewindustries,hiringslowswaydownduringtheseholidaymonthsoverthewinter.Muchlikethereboundin
summertravel,wintertravelis
back—decision-makersareaway,off
enjoyingholidayfestivities.Ratherthanfocusingongettingnewhiresinthedoor,attentionturnstoyear-endbusinessandformingbudgetsandstrategiesforthe
newyear.Recruitersmay
findthemselveswithmore
openings,lesscandidates,
andlessaccesstodecision-makers
tofinalizehiresforany
candidatesthat
theydohave.
ABC=
ALWAYSBECLOSING
Regardlesswhattimeoftheyearitmaybeintalentacquisition,thereisalwaysanopportunity.Morethaneverbefore,jobseekersaremaking
movestocompaniesthatalignwiththeirvaluesandgoals,andtherearesignificantopportunitiestoestablish(orclarify)youremployervalue
proposition,buildyouremployerbrand,andshakeupyourtalentacquisitionstrategy.
KEYSTAT
Top5performing
industriesinthe
BountyJobs
Marketplacein2023:
Healthcare,
Manufacturing,
MedicalEquipment
andDevices,Financial
Services,andPharma
andBiotech.
Inslowerhiringseasons,youmayfindanopportunitytopolishupyour
pipeline,followupwiththatstellarcandidatethatyoufinallyhavearole
for,gettheinterviewprocessgoing,ortoextendthoseoffersandgetnew
hiresgoing.Eachtimeframeissuitableforeffectiveaction.
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
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