Hiring in the Winter Months: Turn a Quiet Season into a Strategic Advantage.

Winter often brings a natural pause for many businesses across Leeds and West Yorkshire, as final quarter budgets are wrapped up, teams prepare for annual leave and recruitment is pushed into January because it feels easier to leave decisions until after the Christmas break. On the surface, that approach makes sense, because diaries are full, the year is nearly done and the idea of launching a new hiring process can feel like one task too many.

There is, however, a more productive way to use this part of the year that can work strongly in your favour. Employers who take time in December to think more strategically about hiring often start the new year feeling more prepared, more focused and far more confident.

This point in the year naturally creates valuable space - to reflect on team structure, review what’s really needed and begin meaningful conversations with candidates, without the noise and urgency that January often brings.
At Jo Holdsworth Recruitment, we have supported hundreds of Leeds based organisations during these quieter months and have seen many times how a few simple, thoughtful steps can significantly reduce pressure later on. Here are some practical, achievable ways to plan ahead, manage resourcing smoothly and shape your hiring strategy for 2026, so you and your team step into January with momentum rather than last-minute stress.

Make Smarter Hiring Decisions Before the Market Gets Crowded

January is widely seen as a peak hiring period, yet that peak often comes with intense competition for talent, longer timelines and heavier pressure on every decision, as many organisations advertise at the same time and candidates are pulled in multiple directions. The result can be slower shortlisting, more difficult scheduling and processes that feel reactive instead of considered.

With projects wrapping up, many teams find this time of year naturally lends itself to more thoughtful planning. While availability can still be limited, many businesses find that this end-of-year window gives teams a chance to reflect and move with more intention.

**Here are three ways to make the most of this time:
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1. Plan interview slots early by scheduling windows in advance, protecting time in busy diaries and maintaining momentum before annual leave kicks in.
2. Streamline decision-making by using any natural lull to review CVs in batches, discuss shortlists with your hiring team, and provide timely, constructive feedback to keep the process moving.
3. Revisit and refine your roles by updating job descriptions, identifying potential skills gaps for 2026 and aligning on what success looks like, so the whole team are on the same page.

Even if you’re not ready to hire immediately, taking these steps now can reduce January stress and give you a head start in a market that quickly becomes crowded.

Engage With Candidates Who Are Quietly Considering Change

Although application volumes typically dip in December, many professionals are still thinking seriously about their next step, because as the year closes, many people naturally reassess their role, priorities and goals. Conversations about pay, progression, workload and balance are common in Q4, which creates a thoughtful context in which to speak to potential candidates.

This can be particularly relevant for positions in business support, legal operations, HR or finance, where professionals often value stability, alignment and long-term opportunity more than a quick move. When you reach out during this period, you create a calmer space for exploratory, no pressure conversations, and that often leads to a stronger match between what the candidate wants and what your organisation can offer.

**Steps you can take now:
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• Working with your recruiter to identify passive candidates who are not actively applying online but are open to a confidential conversation about the right opportunity and who may welcome an initial, informal chat at this time of year.
• Placing alignment ahead of urgency, so that, rather than feeling pushed to fill a vacancy quickly, you can spend time exploring values, culture, working style and long-term goals to see how well they fit on both sides.
• Remaining open to January or even February start dates, which allows candidates to complete their notice periods over the festive period, take any planned leave and then join your team with a clear mindset and a sense of fresh beginning.

The key idea is that meaningful, values-based engagement often matters more than sheer volume of applicants, and December can be a good time to begin those conversations in a way that feels considered and respectful.

Use Temporary Recruitment to Maintain Continuity and Reduce Burnout

As deadlines approach and annual leave kicks in, pressure often builds across teams. Workloads increase, capacity drops and permanent staff can quickly feel stretched or at risk of burnout. Temporary recruitment offers a flexible, reassuring way to protect service levels while giving your team the support they need, without asking you to make a permanent commitment before you’re ready.

Temporary staff can bring relevant experience into your organisation, contribute fully to day-to-day operations and act as a supportive buffer during peak periods. When handled well, temporary appointments build trust and continuity because your team feels supported and knows their workload has been recognised.

**Temporary staff also offer benefits such as:
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• Fast start dates when pressure is high
• Skilled cover for holidays, absence or sudden workload spikes
• No long-term salary or headcount commitment
• Consistent service levels throughout busy periods
• Fresh skills and experience brought in exactly when they’re needed

If you expect your team to feel the strain this December, developing a short-term resourcing plan now can bring real peace of mind. To begin:

• Identify likely peak pressure points by reviewing internal resource plans and highlighting where workloads may spike, so you can prepare support rather than react at the last minute.
• Draft short, focused job briefs in advance, even if you do not yet know the exact timing, because having those ready allows you and your recruiter to move quickly when a need becomes clear.
• Speak to your recruiter about pre-cleared candidates, as many agencies, including ours, maintain pools of registered, vetted temporary workers who are ready to start at short notice.

By preparing for temporary cover ahead of time, you send a clear signal that your team’s wellbeing and performance matter, reduce the risk of disruption and help protect service levels across customer service, operations and finance when they are most visible.

Lay Strong Foundations for Q1 Hiring with Strategic Planning

Even if you are not planning to hire before Christmas, the final months of the year are a valuable opportunity to shape your hiring strategy for Q1 2026 in a calm and considered way, so that when January arrives you feel ready to act rather than pressured to catch up. Early planning can bring reassuring clarity to everyone involved, from hiring managers to HR to senior leaders.

**A helpful starting point is to reflect on:
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• Known internal changes, such as promotions, retirements, contract completions or restructures that may affect your headcount, or skills mix in the first quarter.
• Skills planning, by asking where you anticipate capability gaps, which projects or initiatives will need fresh energy and what critical experience you may need to bring in.
• Team structure, by exploring whether your current setup supports your Q1 and 2026 goals, or whether this is an appropriate moment to realign responsibilities and reporting lines to better match your strategy.

Once you have clarity on these areas, it becomes much easier to shape a clear brief and a realistic hiring timeline. A consultative recruiter can support you with benchmarking salaries and benefits, sharing insight into the local talent market and helping you communicate expectations with internal stakeholders, so that everyone feels informed and aligned before roles go live.

When this alignment happens in advance, January tends to feel much more like a confident, planned step forward than a rush to respond to urgent requests.

Give Yourself a Smoother Start to 2026

Even modest, well thought through actions now can lead to a calmer, more successful hiring experience in the new year, whether that involves securing temporary support, starting conversations with aligned candidates or simply taking time to review your team structure and planned changes. Treating this period as a chance to pause, reflect and prepare can make a noticeable difference to how you and your team feel in January.

You do not need to be hiring immediately to benefit from planning ahead. By taking time now, you can help your team step into 2026 with less pressure, greater clarity and a stronger sense of control over resourcing and growth, which in turn supports better outcomes for your customers and your business.

If you would welcome a practical, open conversation about your resourcing needs, or if you would simply like to explore what the market currently looks like for your next role or hire, our team is here to support you. Call our Leeds office on 0113 233 7760 or register your vacancy online, and we will be happy to talk through your options at your pace, with no pressure and no rush.