Summer can be a challenging time for recruitment. With holidays, school breaks, and fluctuating workloads, many businesses in Manchester struggle to maintain momentum and secure the right employees to power through.
Being a recruitment consultancy focused on supporting businesses in Manchester, we see these seasonal patterns every year—and we also see how companies that plan ahead often gain a competitive edge.
If you’re wondering how to keep your recruitment moving during the summer months, here are proven strategies to help you stay on track, attract quality candidates, and avoid costly delays.
1. Understand the Summer Recruitment Landscape
Before you plan your hiring, it helps to know what you’re up against. During summer:
- Decision-makers are often on holiday, slowing down shortlisting and interviews.
- Candidates may delay job searches until September.
- Competition can temporarily ease, as some companies pause recruitment altogether.
While it’s true that summer requires flexibility, it can also be an ideal time to attract high-quality employees who are exploring new roles before the busy autumn period.
2. Plan Your Timeline Carefully
One of the biggest mistakes employers make is underestimating how long summer recruitment can take. To avoid last-minute scrambles:
- Map out your hiring timeline in advance.
- Factor in holidays, both for your internal team and likely candidates.
- Build in extra time between each stage to account for unexpected delays.
For example, if you normally expect to fill an vacancy within four weeks, consider allowing six to eight weeks over the summer.
3. Keep Communication Consistent
When candidates don’t hear back, they often assume the process has stalled—or that they’ve been unsuccessful. This can lead them to accept other offers.
To maintain candidate engagement during the slower summer period:
- Send regular updates, even if there’s no news.
- Let applicants know about any upcoming delays due to annual leave.
- Be transparent about your process and realistic about timelines.
Clear communication is particularly valued by candidates in Manchester, who are often juggling multiple interviews or offers, because of the highly competitive job market.
4. Make Interviews Flexible
Summer brings a rise in holidays, childcare commitments, and flexible working patterns. Rigid interview schedules can quickly rule out great candidates.
Consider:
- Offering video interviews as a first stage.
- Extending interview hours into early mornings or evenings.
- Scheduling interviews well in advance so candidates can plan around them.
Flexibility not only helps you access a wider talent pool but also demonstrates your commitment to work-life balance—an increasingly important factor for office employees.
5. Refresh and Promote Your Employer Brand
Summer can be a prime time to promote your employer brand while others are winding down. This helps keep your business front-of-mind when candidates are browsing job boards or networking.
You can:
- Update your careers page with fresh content, videos, and employee testimonials.
- Share summer-focused posts on LinkedIn and social media, such as photos of team events or flexible working in action.
- Highlight benefits like flexible hours, professional development, and a supportive culture.
By strengthening your presence, you’re more likely to attract proactive candidates ready to make a change before autumn.
6. Use a Specialist Manchester Recruiter
When internal resources are stretched over summer, partnering with an experienced recruiter can help you maintain momentum.
A local recruiter can:
- Manage candidate sourcing, screening, and initial interviews.
- Keep candidates engaged while your team is on annual leave.
- Provide insights into market trends and salary expectations across Greater Manchester.
At Manchester Staff, we specialise in helping businesses recruit staff even during the busiest holiday periods. With an established candidate network and deep understanding of the Manchester market, we help keep your pipeline moving while you focus on running your business.
7. Consider Contract or Interim Hires
If you need immediate support during the summer but aren’t ready for permanent hires, short-term contracts or interim professionals can bridge the gap.
This approach can help you:
- Cover seasonal workloads or staff holidays.
- Keep projects on track without long-term commitments.
- Assess candidates in action before offering a permanent role.
Many skilled professionals in Manchester are open to interim work, giving you the flexibility to maintain performance without rushing permanent recruitment decisions.
8. Prepare for a Busy September
If summer delays your hiring plans, be ready for September—traditionally one of the most active months for recruitment.
To stay ahead:
- Finalise job descriptions and budgets over the summer.
- Pre-book interview slots for early autumn.
- Engage with candidates now so you have a warm talent pool ready.
With this preparation, you’ll hit the ground running when the market picks up in September.
Recruitment during the summer months may require extra planning and flexibility, but it doesn’t have to grind to a halt. By staying organised, communicating clearly, and working with the right partners, you can attract and secure talented and top-quality people – even when others are slowing down.
In Manchester’s fast-paced business environment, this proactive approach helps you build stronger teams, avoid disruption, and stay ahead of the competition.
