What happens in the world of recruitment during the summer?
1. Recruitment continues, but at a slower pace
In the summer, many recruitment processes are still ongoing, but often at a slower pace. This is mainly due to decision-makers being on vacation, which can delay the next stages. Nevertheless, many companies actively hire during this time, planning for new employees to start in the fall. It’s a good time for HR to plan changes and prepare teams for the next phase of operations.
2. Fewer candidates = greater chance of being noticed
In the summer, the number of applications usually drops, which works to the advantage of job seekers. With less competition, recruiters can devote more attention to each candidate. The interview process also tends to be more flexible and relaxed.
3. Fewer job postings? Not necessarily
Although it may seem that there are fewer job postings during the summer, the ones that do appear are usually more specific and based on actual needs. Companies don’t post ads “just in case”—they are looking for candidates for real, often urgent, projects.
4. Time for employer branding activities
The slower pace of daily HR tasks in the summer creates space for long-term activities, including employer branding. It’s an excellent time to refresh company profiles on social media, plan branding campaigns for the fall, or prepare materials promoting company culture. It’s also worth showing the “lighter” side of the company, e.g., sharing summer team-building events, charity initiatives, or CSR activities.
5. Internal housekeeping and recruitment audits
Fewer active processes give space to analyze past recruitment efforts. HR can review the effectiveness of candidate sourcing channels, assess the quality of job posting communication, or update job descriptions. It’s also a good time to conduct a candidate experience audit and introduce improvements to the recruitment process.
6. Summer internships and development programs
Many companies use the summer to organize internship programs. HR departments are very busy onboarding young talents, arranging trainings, and evaluating potential future employees. Internships are also a great employer branding tool—they help build a positive image of the company among students and graduates.
7. Planning autumn recruitment campaigns
During the summer, HR departments plan intensively for the busier fall period, both operationally (schedules, budgets) and communicatively (recruitment campaigns, content, career fairs). A well-used summer period allows companies to enter the new recruitment season with greater precision and calm.
