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Why You Shouldn’t Wait: 4th Quarter Hiring and Getting Ahead of the Curve

Writer's picture: James JohnsonJames Johnson



As we approach the end of the year, many companies start thinking about their hiring plans for the new year, holding off on adding new talent until after the holiday season. It’s a common belief that the first quarter of the year is the best time to ramp up recruitment efforts. But here’s the reality: waiting until the new year could put your business behind in a highly competitive talent market.


In fact, Q4 is one of the most strategic times to hire and gain an edge over competitors who delay their recruitment efforts. Let’s break down why you should start hiring now and how doing so can set your business up for success heading into the new year.


1. Less Competition, Better Talent Pool


One of the key benefits of hiring in the 4th quarter is that many companies aren’t actively hiring during this period, especially around the holidays. This gives proactive businesses access to a deeper and more available talent pool with less competition.


A study by LinkedIn showed that while job applications decline during Q4, top talent continues to look for new opportunities year-round, especially passive candidates who may be open to exploring a new role if the right one comes along. By acting early, you can avoid the post-holiday hiring rush and secure talented professionals before your competitors even begin their search.


2. Start the Year Strong with a Fully Staffed Team


Every business wants to hit the ground running at the start of the year, but that becomes difficult if you’re still in the middle of a recruitment process. Hiring now ensures that your team is fully staffed and ready to meet Q1 goals, avoiding delays caused by onboarding and training new employees.


By making offers before the year ends, your new hires can transition smoothly into their roles, potentially starting right at the beginning of the year or even during the holidays. You’ll start the new year with a fully functioning team, ready to meet your growth targets from day one.


3. Avoid Q1 Hiring Bottlenecks


Waiting until January or February to hire means diving into one of the busiest recruiting periods of the year. Research from Glassdoor indicates that job openings spike by 15-20% in the first quarter, meaning more companies will be fighting for the same pool of candidates. This heightened competition can lead to longer hiring cycles, higher salary negotiations, and potential missed opportunities.


By recruiting in Q4, you can avoid the bottlenecks that happen in Q1 when hiring volumes skyrocket, and the candidate supply becomes more constrained.


4. Candidates Are More Open to Change


While it might seem like people aren’t thinking about career moves during the holiday season, data suggests otherwise. According to a report by Robert Half, 46% of workers say they’d be willing to change jobs during the holidays if the right opportunity came along.


The end of the year often prompts self-reflection, with employees rethinking their current job satisfaction and career trajectory. It’s a time when people are evaluating whether their current role aligns with their personal goals for the upcoming year. By offering new opportunities during Q4, you can tap into this reflective period and attract top talent ready for a fresh start.


5. Incentivize Candidates with End-of-Year Benefits


The 4th quarter offers a unique advantage in terms of compensation and incentives. Many candidates are more inclined to consider a job switch if they can lock in end-of-year bonuses or performance incentives with their current employers before moving on to a new role. You can leverage this by ensuring your offers include performance bonuses, holiday perks, or other benefits to sweeten the deal.


6. Maximize Budget Use


In some cases, companies may have leftover hiring budgets allocated for the year that can go unused if no hires are made in Q4. Rather than lose those resources, utilizing your current budget to secure key hires in the 4th quarter allows you to make strategic investments in your workforce while staying within budgetary constraints. This also gives you a head start on new projects and initiatives slated for Q1.


7. The Hiring Landscape Is Changing


The current hiring landscape has become more competitive and fluid, particularly with the growing use of remote work and global talent pools. More businesses are hiring year-round, recognizing the importance of being agile. The National Bureau of Economic Research shows that remote job listings increase by nearly 30% during Q4 as companies expand their search beyond traditional geographic boundaries.


By starting your hiring process early, especially with remote candidates, you can take advantage of this expanding talent pool and position your company for growth before others catch on.


Get Ahead of the Curve: Don’t Wait Until January


In conclusion, delaying hiring until after the first of the year can cause you to miss out on great talent, increase competition, and delay your team’s progress in reaching business goals. The 4th quarter is a prime time to act strategically—less competition, a reflective talent pool, and the chance to be fully staffed for Q1 success.


So why wait? Start your recruitment efforts now and ensure your company is ahead of the curve when 2025 rolls in.


How do you plan to handle your 4th quarter hiring strategy?


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