Published On: August 10th, 2022Last Updated: September 26th, 2023Tags: , , ,


Written by Sandra Reder
Senior Human Resource Consultant, Founder and President
Health Bridge HR

We continue to hear about the shortage of available workers, and the difficulty companies are having finding quality people. You may be wondering why this is, and as an employer when is the best time (and worst time) of the year to hire employees?

We break down the best time to hire employees using the 5Ws:

  1. Who are you looking to hire?
  2. What type of compensation are you offering? Are you competitive?
  3. When should you hire new employees?
  4. Where should you be posting your open job opportunities?
  5. Why should you wait to hire until the Fall?

1. Who are you looking to hire?

Prior to posting the position be clear on who and what expertise you’re looking for. Have a well thought out job description and some good interview questions developed so you can ensure consistency in your recruiting process. After you have posted the position, it’s important to keep an open mind about who your potential candidates may be. There may be a candidate who doesn’t have the exact qualifications you had in mind; however, they may have transferable skills and end up being the perfect individual for the role. Sometimes the fit is more important than technical skills, in many cases they can be taught. Keep an open mind and be creative in your recruiting.

Photo by Tim Mossholder on Unsplash

2. What type of compensation are you offering? Are you competitive?

In addition to ensuring that you are paying competitively, compensation does not have to directly mean the salary you are offering. Think about what other additional benefits you are offering and share this in the job posting. Do you have an education incentive? Do you offer extended health benefits? RRSP contributions/matching etc? These perks can help you stand out from your competitors, and perhaps make a potential candidate apply to your role rather than passing it by. We also recommend posting a salary range as this helps candidates determine whether or not the position is in line with their salary expectations. It saves both you and them time if your compensation range is not in line with what they are looking for.

3. When should you hire new employees?

Summer is a challenging time of the year to try and attract new talent.  Many people are focused on taking time off before the kids head back to school and they are not looking for a change in their careers. It’s our experience that typically September and January are the best times for hiring. With the start of a new school year in September, and a new calendar year in January people are often looking to make changes and create fresh starts. You have a better chance of attracting more job seekers during September and January.

4. Where should you be posting your open job opportunities?

Online job boards and on social media. Have you ever heard of the phrase “sharing is caring”? This goes along with job postings as well. If an individual finds a job posting they think is relevant and interesting, but perhaps not the right fit for their skills, making the posting hyper shareable will enable them to send it to other people in their network who may be a better fit. If your social media presence is active, you likely already have fans of your company so this is a great place to announce any open positions you may have.

5. Why should you wait to hire until the Fall?

If you have the luxury of waiting to expand your team, do it, this will increase your chances of finding the right person for the role. Our recruitment team, can also do the searching for you, and approach a possible candidate who may not be actively looking to make a change.

Recruiting the best person for your role can be an overwhelming experience. Hiring someone to take this guess work out of where to begin and how to find the needle in the haystack could save you time, and in the long run money. Our recruitment team together has decades of experience, and can offer support in a partial search role, or do the heavy lifting for you in a full search.

For over 20 years, Sandra Reder has been a driving force within the human resource community. She founded Vertical Bridge HR in 2005 and her understanding of current HR best practices and trends is extensive. She has worked within a wide range of industries including health care, private sector, not-for-profit and public sector.

In late 2014 Sandra identified a need for HR support within the health care sector. She founded Health Bridge HR in order to provide health care practitioners with HR expertise that they might not otherwise have access to. Her desire to ensure that Health Bridge HR is providing innovative programs and services to health care professionals is what drives her and the business forward.

Sandra is a well-regarded facilitator and speaker on a variety of subjects, including Human Resource Best Practices and Inter-Generational Communication within the Workplace. She is a sought after key-note speaker on the topic of human resources and has presented at numerous association and industry conferences.


Subscribe to our free newsletter.

Don’t have an account yet? Get started with a 12-day free trial

Related Posts

  • Many employers and HR experts believe that the days of one annual performance review are gone. Our team brings a wealth of experience along with current best practices when customizing performance management programs for our clients. Below are their thoughts on the current state of annual performance reviews.

  • If you're in the process of hiring, it's crucial to ask the right questions during an interview to ensure you make informed decisions. The right interview questions can help you gauge a candidate's skills, experience, and cultural fit within your organization. Let’s explore some examples of great questions to ask candidates in an interview. By incorporating these questions into your interviewing process, you can gain valuable insights and make well-informed hiring decisions for your company's success.

  • Personality assessments can give us the final green light we need when hiring new talent, or they can help to solidify why a team member hasn’t been meshing with the rest of the team and potentially needs to be let go.

  • Employees will gain new rights to information which should help them learn more about the pay offered for a job when they first consider applying. But the new rules will prove impractical for some employers and may not ultimately provide much useful pay information for some job postings.