Why Mid-Year Is the BEST time for Landing A New Job

I’ve been a hiring manager for far longer than I’d like to disclose, but in that time I’ve

learned there’s four types of hiring cycles that HR textbooks won’t tell you about.

So, here’s what you really need to know about the best times of the year to get hired.

1) Cycle type 1 – the PROACTIVE cycle - the BEST time of year to get hired – July thru October.

Yes, that’s a HUGE range, but hear me out. The companies that are hiring

mid-year are doing so for a reason – they’re GROWING.

Any company hiring mid-year has sat down and looked at their financials and said “We’re on track to exceed our goals and/or have already met them – it’s time to grow.” These are the companies that are stable and taking calculated risks to grow and scale while knowing this is the safest time to secure and develop talent. Training a new employee takes time and when you invest mid-year, they’re ready for Q4, statistically the highest revenue quarter for most businesses and even stronger when they have to help drive the new agenda in Q1.

In addition, these types of companies are also a much lower risk when it comes to layoffs

and reduction in force. This cycle can last all the way into the end of December, but

most hiring is done before December. However, that’s not your cue to stop applying

during the holidays. I’ve both made and received offers on December 24th.

2) Cycle type 2 – the REACTIVE cycle – mid-January through March.

These are the companies that make those posts right at the beginning of the year – the second two weeks of January through the end of March. Why those times? Reactive companies tend to review their financials once a year and address needs and growth once a company finishes a full fiscal year. So while they may have been able to forecast

towards the end of the fiscal year, they likely waited until early January when all of the

numbers are in to make their decisions on how, when and where to invest in people and

strategize on how to scale.

They tend to me more conservative with their hiring, but are also known for over projecting and not taking training time into consideration, putting them at a slightly higher risk of layoffs. The other risk for this cycle is the slew of “New Year, New Me” applicants where during the initial 6-8 weeks of the year make every applicant pool more saturated. I love the motivation at the New Year for people who use it to get moving towards a goal, but know it does increase the amount of competition you face.

3) Cycle type 3 – Seasonal – timing varies based on location and industry.

This is exactly what it sounds like – seasonal work. Be it in retail for the holidays, construction during peak seasons, weather dependent companies – these positions tend to not be permanent. Some industries, for example, specific types of construction, pay have permanent year-round positions, but you’ll make 70% of your income during a key 5-6 month period while spending the rest of your time trying to get whatever you can.

There’s no downside to seasonal, just make sure you verify if it’s a contract, seasonal or

full-time and plan your finances accordingly.

4) Cycle type 4 – Natural Attrition – timing is sporadic.

This is the catch all for those who just naturally change jobs and/or retire throughout the year. The only catch here is depending on what the role is, is whether or not they will backfill it immediately. With companies trying to cut costs left and right and labor being one of the most expensive costs at any company, unless it’s a high volume, constantly needed role or a position that’s a crucial requirement for company operation, many may hold off for a few weeks to see how they operate at a labor deficit before deciding on reposting the role.

So whether you’re employed and looking for a change, or unemployed and looking for a

new role, hopefully this information will help you plan and strategize your job search and

understand the ebbs and flows when it comes down to the availability of jobs as a

whole.

Happy Job Hunting and if you need additional help or a FREE resume review, email Stephanie@vasthr.com