Implement your recruitment campaign now in order to start strong in 2021.

Implement your recruitment campaign now in order to start strong in 2021.

Implement your recruitment campaign now in order to start strong in 2021.

2020 has been turbulent for many sectors across the board. Given the inconsistent nature of
operations there is a strong expectation from those in the construction, engineering and
architecture sectors that there will be a very swift start to 2021. Projects that had been put on
hold are expected to propel these sectors into the new year, meaning that employees required
for these roles must be recruited now.

The most crucial hiring metric is recruiting exceptional candidates, and ensuring the quality of
the hire is at the forefront of any campaign. When recruiting for these top tier positions, it is
important to consider that this calibre often has extended notice periods from previous
employment. This generally sits around four weeks, if not longer, implying that your campaign
needs to launch as soon as possible. A strong recruitment campaign can last anywhere
between two to six weeks, and therefore if you are looking to start strong in 2021, recruitment
must be implemented as a priority.

Table 1: Typical recruitment process if campaign commenced 11/01/2021

11th January

A recruitment campaign commences.

8th February

Initial campaign closes and interviews begin.

8th March

Interviews conclude and an offer is made to the successful candidate.

15th March

 Deliberation and the candidate may initiate notice period here.

31st March

Quarter one closes for 2021.

12th April

At the earliest, a candidate would start.

26th April

A candidate with a six week notice period would start here.


There are additional benefits of recruiting candidates for new opportunities at the end of the year, capitalising on employee aspirations for expansion, or a change in direction in order to start fresh in the new year. Candidates who are uninspired in their current roles are also more driven to secure a new opportunity as the end of the year approaches, leading to higher engagement and stronger interviews from candidates who are genuinely motivated. This lends the end of the year well towards attracting candidates who are openly seeking change and also allows a successful hire to prepare well to start strong in 2021.

If, however, recruitment were to be held back until the beginning of the year, many attractive recruits may not be back at work. Meaning a successful campaign would need to be implemented in February in order to capture those candidates when they are back from summer holidays.

Factoring in the above variables would indicate that a recruitment campaign launching in February would likely mean the placement and onboarding of a new recruit in May, effectively meaning an entire quarter of 2021 has been lost, as observed in Table 1. Waiting until 2021 to begin recruiting also exposes your organisation to competitive candidate searches and a flooded candidate talent pool as employees look for new opportunities. Stay ahead of the market by launching your recruitment campaign now.

If you are aiming to implement a strong and early start to operations in 2021, it is imperative that
you speak with a recruiter now. Our professional team are experts in this field and can help to
ensure the quality of a new hire, so you can launch into a strong start to 2021.

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