Skip to content


Submit or approve timesheets here by selecting one of the options.

The Summer Advantage: How to leverage the secret power of recruitment in the pursuit of success

Do you often find yourself caught in a perpetual race against time, constantly striving to identify top talent and fill critical positions for your business?


If yes, while the rest of the world might be winding down during the summer months, would it surprise you to hear this period could hold the key to gaining a significant competitive advantage?


While many assume that hiring slows down during this period due to vacations and reduced business activity, we’ve found the reality can be quite the opposite – if you play your cards right.


In this article, we’ll explore why the summer months are the best-kept secret for getting ahead in your recruitment efforts and how you can leverage this time to drive success, especially in industries beleaguered by skills shortages, such as nuclear, utilities, and energy.


Just by implementing a few key strategies – embracing technology, marketing your expertise, and proactively building a talent pipeline – this summer could present a unique opportunity for you to gain an edge over your competitors and to secure talent with unique and sought-after skills.


But why is this – what is it about the summer that can be so compelling? And more to the point, what can you do about it? 



Reduced competition 


Many companies and recruiters tend to slow down their hiring efforts during the summer months on the assumption that job seekers are also on a summer break. This reduced competition means there may be fewer organisations actively seeking candidates, giving you a significant head start in tapping into and engaging with a pool of exceptional individuals.This sets the stage for successful placements before your competitors have even begun their hiring process.


To make the most of reduced competition, consider implementing targeted advertising campaigns to reach potential candidates who may be actively seeking new opportunities during the summer.


Leverage social media platforms and industry-specific job boards to promote your open positions and engage with job seekers directly.


Establish yourself as a thought leader within your niche industries. Share insights, industry trends, and best practices through blog posts, webinars, and social media.


Additionally, consider organising virtual or in-person hiring events to showcase your company culture and attract quality candidates.


By positioning yourself as an authority in your field, you attract top talent and gain candidates’ and clients’ trust.


Increased candidate availability 


Summer tends to bring a more relaxed atmosphere, with employees often having more flexibility in their schedules, taking vacations, or simply enjoying time off. This can lead to increased availability of potential candidates with transferable skills who are re-evaluating their career goals and open to seeking new opportunities. By actively engaging with candidates during this time, you can connect with individuals who are more likely to be available and open to exploring new career paths in your industry.


Professionals who use their vacation time to explore career opportunities may also be available for short-term projects or freelance work, offering a valuable resource to tackle specific skill gaps. Moreover, individuals who are actively job searching during the summer months often have a strong desire to make a career move. They may have set goals for themselves to secure a new position before the end of the year or may be seeking new challenges. This motivation can result in a higher calibre of candidates and a greater likelihood of finding individuals with the hard-to-find skills you’re seeking.


Additionally, by hiring during the summer months, you give yourself ample time to onboard new employees, get them up to speed, and integrate them into your business. This allows you to plan for upcoming projects or periods of high demand, ensuring you have the necessary talent in place when needed.


Engaging passive candidates 


One of the greatest challenges in recruitment is accessing the hidden talent pool of passive candidates. These individuals are not actively searching for new opportunities but may be open to the right offer. During the summer months, passive candidates are more likely to be open to exploring new career prospects due to a potential change in their work-life balance. By proactively reaching out to these individuals, you can tap into a talent pool that may be less accessible during busier periods, and allows for a more relaxed and personalised approach, fostering genuine interest and increasing the chances of successful placements.


To capitalise on the increased availability of candidates, streamline your recruitment process and aim for faster turnaround times. Arrange interviews promptly and offer flexible scheduling options to accommodate candidates’ availability. With fewer competing priorities and a generally more relaxed work environment, both hiring managers and candidates may find it easier to coordinate schedules and complete the necessary hiring processes.


Enhance your candidate experience


It’s also an ideal setting to focus on improving the candidate experience, particularly if you have a tendency to rely on impersonal processes and communications which isn’t conducive to attracting candidates. Streamline your application process, communicate proactively, and provide regular updates to candidates. Personalise your approach to foster a sense of trust and reliability. A positive candidate experience not only enhances your reputation but also increases the likelihood of referrals and repeat business.


Harnessing the power of technology 


Additionally, given decision-makers and key stakeholders may be away, leveraging technology becomes even more crucial. Consider using video interviews or online assessments, to overcome geographical constraints and ensure a smooth hiring process, as well as AI-powered tools and applicant tracking systems. This will allow you to automate repetitive tasks, streamline processes, efficiently manage candidate applications, schedule interviews, stay connected with candidates, and maintain momentum in the recruitment pipeline. This is particularly pertinent if you operate in an industry known for its slow recruitment pace such as nuclear, utilities and energy.


Showcasing your employer branding 


Showcasing a strong employer brand has become essential in attracting top talent and what better opportunity than now to highlight your organisation’s positive and inclusive company culture and its commitment to work-life balance, professional development, and employee well-being. By emphasising these aspects, you can attract candidates who value these qualities and are more likely to align with your company’s values and long-term goals.


Taking this a step further, amidst the evolving landscape of sustainability and net-zero goals, the summer months provide a unique opportunity for you to communicate and highlight your organisation’s commitment to environmental responsibility and its alignment with the UK’s 2050 net-zero ambition. You can showcase your sustainable practices, eco-friendly initiatives, and green work culture. Such branding efforts not only attract environmentally conscious candidates but also contribute to the overall image of your organisation, helping in attracting and retaining top talent.


Internship and fresh graduate opportunities 


Summer is synonymous with internships and fresh graduates entering the job market. This presents a tremendous opportunity for you to tap into a talent pool of motivated individuals eager to kickstart their careers.


Consider establishing a robust internship program during the summer months, providing valuable learning experiences to students and recent graduates. This not only allows your organisation to benefit from their fresh perspectives and enthusiasm but also provides an excellent opportunity to identify potential future full-time hires.


When designing your internship program, ensure that it offers meaningful assignments, mentorship opportunities, and networking activities. Consider hosting virtual or in-person events exclusively for your interns, allowing them to connect with employees from various departments and gain a comprehensive understanding of your organisation. By investing in internship opportunities, you can cultivate a pipeline of talent and potentially secure future hires who have already been exposed to your company’s culture and work environment.


Additionally, target fresh graduates who are actively seeking employment during the summer. Attend career fairs and engage with university placement offices to showcase your organisation and the opportunities you have available. Consider participating in virtual or in-person recruitment drives specifically aimed at new graduates. These initiatives can help you attract candidates who are ready to embark on their professional journeys and eager to contribute their knowledge and skills to your organisation.


Relationship building and proactive networking 


July and August present an ideal opportunity to focus on building a robust talent pipeline. Identify key skill sets and future hiring needs specific to your industry. Proactively reach out to potential candidates and establish relationships before positions become available. By nurturing these relationships, you can provide tailored talent solutions and stay ahead of your competitors.


Networking events, industry conferences, and casual gatherings also become more prevalent during this season, providing you with ample opportunities to connect with potential candidates.


Take advantage of industry-specific events and conferences to establish relationships with professionals who are actively seeking new opportunities or who may become available soon. Engage in meaningful conversations, exchange contact information, and follow up afterward to nurture these connections. This period of relative downtime means that can go beyond mere transactional interactions and focus on establishing long-term connections; something that is harder to do during busier periods.


Additionally, consider hosting your own networking events or informal gatherings during the summer. This could involve organising virtual or in-person meetups, industry mixers, or informational sessions where professionals can connect and learn more about your organisation. By fostering relationships in a more relaxed setting, you can build trust and establish rapport with potential candidates. When the time comes to recruit, these relationships can serve as a valuable resource for identifying and attracting top talen


To conclude 


Summer is not just a time to slow down – it’s a strategic opportunity for you to gain a competitive edge in your talent acquisition. Utilising this time effectively, by refining your recruitment strategies and adapting your processes to meet the unique needs of the season, can enable you to get ahead in your recruitment efforts and to position yourself as an employer of choice.


So, while others are taking a summer siesta, seize the opportunity to strengthen your team and propel your organisation forward by unlocking the power of summer recruitment.


N.B. It’s important to note that while summer months can provide advantages, the specific market conditions and industry factors may vary. It’s always beneficial to assess the hiring landscape and tailor your recruitment strategy accordingly.



Ready to turn the heat up on your recruitment strategy this summer? Contact us today for a personalised consultation to help you identify, attract, and hire the best talent.