The holidays are coming up, and for recruiters, that can mean one thing: out-of-office replies, delayed hiring decisions, disappearing candidates, and some hiring managers who have mentally checked out until January. Big but: The holiday recruiting slump doesn’t have to mean your recruiting efforts come to a screeching halt. Don’t let it discourage you. While everyone else is slowing down, smart recruiters can use the season to get ahead.
Here are seven ways to keep your recruiting momentum going through the holidays.
1. Take Advantage of Less Competition
Instead of sending the same generic outreach, try something seasonal and personal. “I know the holidays are busy, but if a career change is on your radar for 2027, I’d love to connect before the January rush.”
You’re not necessarily trying to fill a position tomorrow. You’re planting seeds for the new year.
2. Remember That Holiday Conversations Can Spark Career Changes
Holiday gatherings have a funny way of making people reevaluate their lives. Maybe someone is dreading returning to work after taking time off. Maybe they’re comparing their career path with family members’. Or maybe they’re realizing their current salary isn’t keeping up with their expenses. Whatever the reason, the end of the year can be a natural time to reflect on your career.
Recruiters should be ready to engage candidates who are quietly considering their next move, even if they’re not ready to make it until January.
3. Clean Up Your ATS (Yes, Really)
No one wants to hear it, but that applicant tracking system you’ve been neglecting all year? It’s time.
Use the slower weeks to:
– Reconnect with candidates who went quiet earlier in the year.
– Update outdated contact information and candidate profiles.
– Review previous applicants who might fit upcoming opportunities.
– Organize talent pipelines by skill set, clearance level, and anticipated hiring needs.
– Identify bottlenecks in your recruiting process.
Your future January self will thank you.
And if you’re still managing candidate pipelines through spreadsheets and sticky notes, perhaps it’s time to put a new ATS on your holiday wish list.
4. Build Your January Pipeline Now
January shouldn’t be the starting line for your recruiting strategy. For government contractors, the holidays can be a great opportunity to get ahead of anticipated contract awards, recompetes, and upcoming staffing requirements. Connect with business development teams and hiring managers to understand what positions may need to be filled in the first quarter. Even if you can’t extend offers today, you can start identifying qualified candidates and building relationships. Just remember to be transparent about opportunities that are contingent on contract awards or funding.
5. Don’t Ghost Candidates Just Because It’s the Holidays
Candidates understand that people take time off. What they don’t appreciate is radio silence. If hiring decisions are delayed until January, tell them. If the hiring manager is on vacation, communicate that. If you don’t have an update, a quick message acknowledging that fact is better than disappearing for three weeks. A little communication goes a long way, especially in the cleared community, where candidates may already be navigating lengthy hiring and onboarding timelines.
6. Make It Easier for Candidates to Engage
Not everyone wants to schedule a 45-minute screening call between holiday shopping, family gatherings, and PTO. Offer flexibility. Maybe it’s a quick 15-minute introductory conversation. Maybe it’s an email exchange. Or perhaps it’s scheduling something for the first week of January. The goal is to keep the relationship moving without making candidates feel pressured.
And remember, just because you’re working through the holidays doesn’t mean your candidates are. Respect their time.
7. Use the Downtime to Work Smarter, Not Harder
Recruiters spend much of the year putting out fires. The holidays can provide an opportunity to evaluate what’s actually working. Are your outreach messages getting responses? Are candidates falling through the cracks? Are hiring managers taking too long to provide feedback? Is your team spending more time on administrative tasks than recruiting? Review your workflows and identify where technology can help.
An ATS like AgileATS can help recruiting teams organize candidate information, manage hiring pipelines, and maintain visibility into recruiting activity, so they’re better positioned when hiring picks back up.
Don’t Hibernate Until January
The holiday recruiting slump is real for some organizations, but it doesn’t have to be wasted time. While hiring decisions may slow down, relationship-building, pipeline development, and recruiting preparation don’t have to. And for cleared recruiters, where finding qualified talent can take months, staying engaged now could make all the difference when hiring managers return from their holiday vacations. So enjoy the cookies, take your PTO, and embrace the out-of-office replies. Just don’t let your recruiting strategy go into hibernation. Because January will be here before you know it, and those requisitions aren’t going to fill themselves.
THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUTCOMPETE THE NEXT NATIONAL SECURITY STAFFER.
