1、YOUR ANNUAL TALENT ACQUISITION ROADMAP:ITS SEASONAL!BOUNTYJOBS.COMWORLDS LEADING RECRUITER ENGAGEMENT PLATFORMWPUPDATED 2024Large volume of job postings,final interviews being conducted.Hires need to be made before key decision makers take off on summer vacations!Prioritize roles needing to be fille

2、d sooner than others and get those candidates in front of the decision maker fast.NAVIGATING A YEAR IN TALENT ACQUISITION:ITS SEASONAL!Budgets are final,headcounts are approved,hiring is on your marks,get set,go!Its a clean slate in hiringdecision makers are back to work and its game on!Get those in

3、terviews scheduled to get a jump on recruiting against your competitors.Continue conversations with candidates that may have stalled due to the holidays.JAN-FEBJob postings may slightly decline,but summer job seekers are serious and ready to make the leap to their next opportunity.Prep for the crazi

4、ness of Fall hiring to stay ahead of your competition,and take a closer look at resumes coming in.Spend any downtime planning and adjusting strategies.JUN-JUL-AUGRetail and seasonal hiring may be up for some companies,but job seekers in most industries arent as plentiful as the holidays approach.Whi

5、le key decision makers are traveling for the holidays and the focus turns to budget strategies for the upcoming new year,plant seeds now with potential candidates to hit the ground running in early Q1.NOV-DECMAR-APR-MAYJob postings and hires are buzzing as everyone is back to work from vacations and

6、 ready to produce,produce,produce.The end of the year is looming as is that years budgetfill those roles before year end,and before the holidays hit.SEPT-OCTLike most industries,talent acquisition experiences predictable seasonal highs and lows.Recruiting teams that anticipate and plan for these cyc

7、les,however,can turn them into advantages rather than hurdles.This guide breaks down the hiring year into segments,exploring major events impacting each season.Whether its college graduations flooding the market with entry-level talent or holiday vacations slowing hiring manager availability,well ex

8、plore opportunities for talent teams to adapt and excel no matter the time of year.1WHAT YOUARE EXPERIENCINGWHAT YOU CAN DO ABOUT ITWORLDS LEADING RECRUITER ENGAGEMENT PLATFORMIn January and February,postroles promptly and engagecandidates quickly.Initiateinterviews by mid-January,leveraging the pos

9、t-holidaymomentum of decision makers.Aligning with the promise of the new year,companies can capitalize on the availability of active job seekers.Quickly move promising talent from phone screens to interviews to take advantage of the new years hiring energy.FEBGet those interviews scheduled to get a

10、 jump on recruiting against your competitors.Continue conversations with candidates that may have stalled due to the holidays.What You Can Do About ItBudgets are final,headcounts are approved hiring is on your marks,get set,go!Its a clean slate in hiringdecision makers are back to work and its game

11、on!What YouAre ExperiencingAh,the start of a new year.Filled with so much promise,so much growth and change.This time of year has many looking to find a new opportunity.Its a fresh start!(And December bonuses have been paid!)Some will make a parallel leap to another organization,others will complete

12、ly change their career path.At this time of year,budgets are set.Headcounts are approved.Hiring can begin in earnest after a slowdown or complete standstill over the winter holiday season.Decision-makers are back in the office after winter travels which can make hiring decisions happen more quickly.

13、Folks leaving for new opportunities can start a sort of hiring carousela recent Monster survey showed 95%of employees are looking for new roles in the new year.2 Some hiring experts state that those looking for jobs early in the year have a better chance of landing the job as they are some of the fi

14、rst to connect with employers at the start of the process.At the beginning of the year,the demand for talent may outweigh the supply of candidates.This could put the power in the candidates court.While there are typically a high volume of open roles posted at this time,3 the majority of hires wont b

15、e made until late February or March.This could hurt organizations that need to fill roles left by retirees or those moving on to new opportunitiesif they havent prepared as weve outlined later in the November&December section of this report.PROSCONSWHERE IT ALL STARTS:JANUARY&FEBRUARYPayroll employe

16、ment in December 2023 increased by 216,000.1Notable job gains ticked up in government,healthcare,and leisure and hospitality.KEY STATTHE KEY TO YOURHIRING SUCCESSJAN2THE HEAT IS ON:MARCH,APRIL,MAYDespite rumors of a recession,the labor market remained strong in Q2 2023,with employment increasing by

17、a monthly avg of 200,000exceeding pre-pandemic average growth,which was closer to 150,000.43Heres where the rubber meets the road.At this point,not only are there a large volume of job postings out there and more folks are sniffing around for their next opportunity,but the recruiting processes youve

18、 started with potential candidates late last year or a month or so prior are coming into fruition.Offers are being made and hopefully accepted!College students are looking at summer internships and some will be looking for full-time employment.Similarly,seasonal hiring gets a bumpcertain sectors lik

19、e tourism,hospitality,construction,and lanscaping see a seasonal spike in demand.PROSNot many red flags heretake advantage of this go time!CONSPrioritize roles needing to be filled sooner than others and get those candidates in front of the decision maker fast.What You Can Do About ItLarge volume of

20、 job postings,final interviews being conductedhires need to be made before key decision makers take off on summer vacations.What YouAre ExperiencingTHE KEY TO YOURHIRING SUCCESSProactive planning is the name of the game heading into the middle of the year.This period offers a prime oportunity to tap

21、 into the pool of new graduates,seasonal hiring needs,and respond to the dynamic needs identified in mid-year reviews.Success hinges on understanding your organizations seasonal hiring trends and adjusting recruiting and sourcing strategies accordingly.In Q2 20235,the service industry,closely follow

22、ed by professional services and leisure and hospitality,led in growth,presenting prime opportunities for strategic hiring in 2024.This is the time to get new hires onboarded before the summer slowdown starts.MARAPRMAYKEY STATHERE COMES THE SUN:JUNE,JULY,AUGUSTThe summer job has made a comeback!Teen

23、employment is the highest its ever been.In 2022,37%of all teens 1619 were part of the workforce,up from 35%in 2019,according to the Dept of Labor.64Although hiring can cool during summer(and 2023 was no exception with quits and hiring rates falling to pre-pandemic levels7),employees often have more

24、flexible schedules due to vacation time and adjusted work hoursmaking this an ideal time to onboard new hires and integrate them into teams with less disruption and more personalized attention,setting a solid foundation for their long-term success.The volume of job postings has historically decrease

25、d in the summer,but post-2020,thats not necessarily the case anymore.However,job seekers that apply during the summer months are typically serious candidates.In this new era of recovery recruiting,talent acquisition pros may benefit by taking a longer look at candidates coming in and applying.PROSCO

26、NSPrep for the craziness of Fall hiring to stay ahead of your competition,and use any slower time to plug holes in your candidate experience or TA strategy.What You Can Do About It Job postings may be on the decline in some industries,but summer job seekers are serious and ready to make the leap to

27、their next opportunity.What YouAre ExperiencingOn the flipside,the travel and tourism industry has seen a solid rebound post-COVID,meaning those key decision makers may be on vacation.This can extend time to fill positions and cause delays in project timelines,so organizations must strategically pla

28、n to mitigate this impact on their hiring and operational goals.JUNJULAUGThere are still hires to be made in the heat of summermake sure youre still appropriately allocating resources to meet candidates where they are.This is a great time to focus on strengthening your employer brand,assessing your

29、candidate experience,and prepping for the second“go time”of September and October to ensure you are way ahead of the competition.THE KEY TO YOURHIRING SUCCESSKEY STATKeep the momentum going!It is imperative that these fills are made before the holiday season begins.Startprepping for new year strateg

30、ies.OCTThe end of the year is looming as is that years budgetfill those roles before year end,and before the holidays hit.What You Can Do About ItJob postings and hires are buzzing as everyone is back to work from vacations and ready to produce,produce,produce.What YouAre ExperiencingLEAVES MAY FALL

31、 BUT HIRING IS UP:SEPTEMBER&OCTOBEREver heard of the September Surge?8 Analysts have mixed opinions about its existence,but one thing is true:hiring is definitely cyclical and seasonal,and companies should customize hiring strategies to their industry.THE KEY TO YOURHIRING SUCCESSSEP5A rise in job p

32、ostings is seen as key decision makers return from vacation,and the volume of new hires increases as we head toward the end of the year.Many hiring managers will want to take advantage of the remaining budget for the year and get new hires in the door and get onboarding started before the end of Q4

33、and the holiday slowdown.Aside from budget benefits,many organizations want to get new folks in and trained before the holiday season mindset sets in to hit the ground running for the new year.This preparation is crucial not just for maintaining momentum but also for aligning new talent with the com

34、panys strategic goals,ensuring a seamless transition into high-productivity periods.PROSSince 2020,consumer spending has shifted,and were likely to see the result of changes in job openings as we approach the holiday season.In fact,October 2023 showed the lowest job openings since March 2021,9 sugge

35、sting hiring teams approached hiring more cautiously last year.Hiring teams should prepare to diversity recruitment efforts across industries less affected by seasonal spending and focus on strengthening their employer brand to attract talent year-round.CONSKEY STATOther than a few industries,hiring

36、 slows way down during these holiday months over the winter.Much like the rebound in summer travel,winter travel is backdecision-makers are away,off enjoying holiday festivities.Rather than focusing on getting new hires in the door,attention turns to year-end business and forming budgets and strateg

37、ies for the new year.Recruiters may find themselves with more openings,less candidates,and less access to decision-makers to finalize hires for any candidates that they do have.Use this time to research,network,and prepare.Putting the wheels in motion to get ahead come January is of the utmost impor

38、tance.Continue to build relationships with potential candidates to ensure consistent pipeline growth.Budgets begin and headcounts may be approved in January,but the work to prep for that starts now.Workforce planning is a must in this new era of work.In order to hit the ground running in January and

39、 February with the ample number of jobs that will be posted,its important to plant seeds well in advance.Organize your pipeline of potential candidates according to role types that may best suit them.Once those jobs are posted,its go time and youll be ready.DECWhile key decision makers are traveling

40、 for the holidays and the focus turns to budget strategies for the upcoming new year,plant seeds now with potential candidates to hit the ground running in early Q1.What You Can Do About ItRetail and seasonal hiring may be up for some companies,but many are still cautious,and job seekers in most ind

41、ustries arent as plentiful as the holidays approach.What YouAre ExperiencingFrom December 2022 to 2023,the U.S.economy added 2.7 million jobs,a large decrease from the 4.8 million added in 2022,11 but important to note that this is still a larger gain than pre-pandemic years.THE KEY TO YOURHIRING SU

42、CCESSNOV6Seasonal hiring historically abounds for a variety of industries in this timeframe,but as previously mentioned,employers are more likely to approach recruiting cautiously than pre-pandemic.For many employers,though those in retail may continue to bulk up staff to handle further demand.PROSB

43、ABY ITS COLD OUTSIDE:NOVEMBER&DECEMBERCONSKEY STATEmployers have a sense of urgency to fill some roles before December 31,keeping recruiters busy.ABC=ALWAYS BE CLOSINGRegardless what time of the year it may be in talent acquisition,there is always an opportunity.More than ever before,job seekers are

44、 making moves to companies that align with their values and goals,and there are significant opportunities to establish(or clarify)your employer value proposition,build your employer brand,and shake up your talent acquisition strategy.In slower hiring seasons,you may find an opportunity to polish up

45、your pipeline,follow up with that stellar candidate that you finally have a role for,get the interview process going,or to extend those offers and get new hires going.Each timeframe is suitable for effective action.REFERENCES1.https:/www.dol.gov/newsroom/economicdata/empsit_01052024.pdf2.https:/mons

46、terworkwatch24.my.canva.site/3.https:/www.bls.gov/web/empsit/ceshighlights.pdf 4.https:/ 5 performing industries in the BountyJobs Marketplace in 2023:Healthcare,Manufacturing,Medical Equipment and Devices,Financial Services,and Pharma and Biotech.KEY STATThird-party recruiting lends itself nicely t

47、o that critical hire regardless of the time of year,but especially in those hiring slumps.READY FOR ACTIONThird-party recruiters have a pipeline of quality candidates at the ready,most well-suited for those hard-to-hire roles.QUALITY PIPELINELeaning on the expertise of a third-party recruiter gives

48、you that competitive edge,increasing your chances of hiring that ideal candidate.EXPERTISEThese recruiters are well-versed in your industry of hire and know the perks most valued to include,ensuring YOU have the strongest offer not your competition.INDUSTRY SAVVYbountyjobsbountyjobsbountyjobsLearn m

49、ore about BountyJobs:13,000+HIGHLY SPECIALIZED RECRUITERS$1.25B IN PLACEMENT FEESOVER 1.1 MILLIONCANDIDATES SUBMITTEDBGET IN TOUCHSometimes sourcing talent for business-critical positions requires a little help.Our web-based platform features a marketplace of over 10,000 highly-based matching algori

50、thm that helps the recruiters for each of their roles.platform designed to keep you in control of the entire recruitment process.Help makes hiring happier.HAVE QUESTIONS OR A TOPIC YOUD LIKE US TO COVER?Wed love to hear your thoughts! WORLDS LEADING RECRUITER ENGAGEMENT PLATFORM1114 Lost Creek Blvd,Ste.420 Austin,Texas 78746