Recruiting at Christmas sounds simple, right?
It’s the most wonderful time of the year and all that…
Every December, the same pattern plays out across the industry:
👉 Hiring managers have one eye on mulled wine and mince pies.
👉 Line managers are juggling targets, budgets, and parties.
👉 Interviews get pushed back because someone says, “Let’s pick it up in January.”
And before you know it, that so-called urgent hire doesn’t start until April.
It happens every year. Everyone slows down, the to-do list shrinks to “survive until the break,” and recruitment quietly slips into the background. Then January hits, and suddenly it’s all panic, pressure, and promises that “we’ll never leave it this late again.”
The Illusion of the Pause
The biggest mistake employers make in December is assuming the market stops. It doesn’t.
Projects still need planning, clients still expect results, and leadership gaps don’t fill themselves because it’s Christmas.
In reality, business carries on, only with fewer people paying attention.
That’s exactly why December can be one of the best times to hire. While competitors switch off, you can move quietly and secure exceptional people who are already thinking ahead to the new year.
December is also one of the most reflective months for event professionals. People look back on what they’ve achieved, what they haven’t, and whether the role they’re in still excites them. Motivation is high, honesty is higher, and conversations about what comes next feel natural.
So, while others are winding down, smart employers are laying the groundwork, having exploratory calls, shaping briefs, and getting ready to hit January with interviews already booked.
The January Rush
The problem with waiting until January is that everyone else does the same thing.
By mid-month, inboxes are full, everyone’s fighting for attention, and candidates are being approached by three or four companies at once.
It becomes noisy, rushed, and reactive.
Hiring under pressure rarely delivers the best results. Decisions are made to hit timelines rather than hire the right person. Conversations get shorter, and cultural alignment gets sacrificed for convenience.
What could have been a strategic hire in December becomes a firefight in February.
What a Proactive Approach Looks Like
Taking recruitment seriously in December isn’t about dragging people into interviews between parties and mince pies. It’s about setting yourself up for success.
Here’s what the best employers do:
- Plan the brief before the break. Spend an hour clarifying what success looks like in the role and what impact you need the new hire to make in their first six months.
- Engage candidates early. Even if interviews happen in January, start the conversations now. People appreciate being approached thoughtfully, not rushed.
- Keep momentum. A simple check-in before the break can make a big difference when the follow-up happens in January.
- Be realistic about start dates. If you want someone in post for Q1, December is the time to act. Notice periods don’t shrink because of Christmas.
A proactive approach isn’t about working harder, it’s about working earlier. It’s the difference between leading the market and chasing it.
The Power of Perception
Continuing to hire in December sends a strong internal and external message.
It tells your people you’re confident about the future. It shows stability. It signals growth.
That perception matters. When a company keeps its foot on the gas during the quietest month of the year, it stands out. It attracts professionals who value momentum, not mediocrity and those are usually the people who make the biggest impact once they join.
Rethinking “Busy”
Another reason December hiring stalls is because everyone thinks they’re too busy.
Budgets, reports, parties are all valid.
But if recruitment is genuinely business-critical, it deserves to stay on the agenda. Leadership isn’t about waiting for perfect timing; it’s about making decisions when others hesitate.
The best employers see recruitment as an investment decision, not an admin task. They know losing momentum for four to six weeks can cost far more than keeping the process warm over Christmas.
When recruitment becomes part of strategic planning rather than a reaction to a vacancy, everything shifts. Suddenly December becomes an opportunity, not an inconvenience.
How the Best Leaders Approach It
Over the years, I’ve worked with senior leaders who use December wisely. They don’t launch every search before the year ends, but they know exactly who they’ll be talking to in January.
They book diary time for those first interviews before the break and brief their teams properly so no one starts from zero in the new year.
They also understand human nature. Top performers are more open to new ideas when reflecting on the year gone by. So instead of waiting until the market floods with noise, they reach out quietly, build rapport, and get ahead of the rush.
It’s calm, considered, and far more effective than joining the January stampede.
The Christmas Balance
None of this means ignoring downtime. Rest is vital for leaders and teams.
But there’s a difference between taking a break and putting progress on hold.
The smartest organisations do both. They let people recharge while ensuring key conversations still happen. They treat December as a transition point and a chance to close one chapter and prepare the next.
Approach hiring with that mindset and you’ll start the new year ahead, not behind.
Final Thought
Recruitment is one of those areas where timing shapes everything. Wait too long and opportunities slip. Move too early without clarity and you end up back at square one.
December offers a rare middle ground: quiet enough to plan properly, active enough to make progress.
So, before you convince yourself that “no one moves jobs over Christmas,” ask:
What would it look like if you did?
What would it mean for your business if, instead of scrambling in January, you already had the right people lined up, briefed, and ready to start strong?
Because while everyone else is stuck in the new year hangover, you could be six weeks ahead, calmer, better prepared, and leading from the front.
That’s not about being busy. It’s about being smart.
And when the decorations come down and the emails start flooding back in, you’ll be glad you didn’t press pause.
