10 Reasons Why you Should Hire in the Summer!

Sarah Wall

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As the summer season approaches, I wanted to take this opportunity to share some valuable insights on why hiring IT tech talent during the summer months can provide your organization with a competitive edge. At Darwin, we believe that seizing this opportunity can lead to significant benefits for your workforce and long-term success.



1. Limited Competition:



Many companies tend to slow down their hiring processes during the summer months, assuming that experienced candidates are less likely to be available. This creates an opportunity for you to stand out by actively seeking and hiring experienced IT tech staff during this period and not do it during the rat race when your competition is starting to ramp up its recruitment processes.



2. Less Projects = Less Distraction:



During summer, some companies experience a decrease in overall workload or project demands. Hiring experienced IT tech staff during this time allows you to onboard them and provide training without overwhelming them with immediate deadlines or high-pressure situations. This can foster a smoother integration and facilitate a more focused onboarding process.




3. Knowledge Transfer:



If your organization has a mix of experienced and junior staff, hiring experienced IT Contractors during the summer can facilitate knowledge transfer. With potentially fewer immediate project demands, experienced hires can dedicate more time to mentoring and sharing their expertise with junior team members, strengthening their overall IT department.



4. Targeting Candidates Seeking Change:



Summer months often coincide with career transition periods for professionals. Some individuals may be seeking new challenges, career growth, or a change in the work environment. By actively recruiting experienced IT tech staff during this time, you can tap into a pool of candidates who are more open to exploring new opportunities.





5. Preparing for Q4 and Year-End Projects:



Hiring experienced IT tech staff during the summer allows them to become familiar with your organization’s systems, processes, and projects before the typically busy Q4 period. This early integration can ensure they are fully up to speed and ready to contribute when year-end projects and initiatives require additional support.



6. Reduced Competition:



September and October are typically busy months for companies as they ramp up their projects and recruiting activities after the summer break. By proactively hiring IT tech talent during the summer, you can avoid heightened competition and secure top candidates before other organizations enter the hiring frenzy.



7. Faster Hiring Process:



Since the summer months are generally slower for hiring, you may encounter shorter turnaround times in the recruitment process. With fewer candidates in the pipeline and less internal competition for resources, you can streamline the hiring process, conduct interviews more efficiently, and extend offers faster, ensuring that you secure the best IT tech talent before the busier months begin.






8. Availability of Passive Candidates:



Many experienced IT professionals are open to new opportunities but may not actively search for jobs during the September and October rush. By initiating your hiring efforts during the summer, you can tap into a pool of passive candidates who are more likely to be receptive to new opportunities and willing to engage in conversations about potential roles



9. Talent Pipelining:



Initiating your hiring efforts during the summer months enables you to build a strong talent pipeline. Even if you don’t have immediate vacancies or projects, you can proactively engage with qualified IT tech professionals, establish connections and nurture relationships.


This way, when the demand for talent surges in September and October, you already have a pre-screened pool of candidates to tap into, reducing time-to-fill positions.




10. Time Management:



As your hiring managers have fewer internal meetings and deadlines to work on, they are more available to speak to IT Tech Talent. The IT candidates are also more flexible as they will be less drawn into various stand-ups, sprints and internal meetings