How to Keep Hiring Moving During the Holidays

A finalist interviews the week before Thanksgiving. The hiring manager wants to make an offer, but the approver is out, the salary range needs another sign-off, and nobody has told the candidate when to expect an update. By the time the team reconnects, the candidate may already have another offer to consider.

The holiday calendar is predictable. Before your next search opens, decide who needs to be involved, reserve time for interviews and approvals, and tell candidates what timeline they can expect. Here are five ways to do that without rushing the hiring decision.

1. Start with the date the work needs to begin

Work backward from the date the new hire needs to be productive. If a finance team needs help with January close, for example, account for notice periods, onboarding, and time to learn the reporting process. That may put your decision deadline well ahead of your target start date.

If the workload is tied to a specific project or seasonal spike, consider contract staffing. If the work will continue after the immediate deadline, a permanent hire may make more sense. Decide which need you’re filling before you post the role so candidates get an accurate picture from the first conversation.

2. Reserve interview and decision time before you post

Ask interviewers to hold specific time slots, then reserve a short meeting for the hiring team to compare feedback. Confirm who can approve compensation and who can step in if that person is away.

A simple handoff can prevent a long delay. If the hiring manager will be out after the final interview, agree in advance on who will collect feedback, what that person can decide, and when the recruiter should update the candidate.

3. Give each interview a clear purpose

Decide what each interviewer needs to learn. For an IT support hire, one conversation might assess troubleshooting through a realistic scenario, while another focuses on how the candidate handles a frustrated end user. Give interviewers the same core criteria and ask them to record specific examples while the conversation is fresh.

When calendars are tight, a single panel can work if each interviewer has a distinct role and candidates know what to expect. Keep the time commitment reasonable and leave room for their questions.

4. Tell candidates when they’ll hear from you

Give candidates a date for the next update, even when a decision is still pending. A recruiter might say, “Our team will review final interviews on December 1. I’ll update you by December 2, even if we’re still waiting on approval.”

Ask early about availability, notice periods, and other decision deadlines the candidate is comfortable sharing. If an interview slips or approval takes longer, reach out before the date you promised and give a new one. That lets the candidate plan around the delay.

5. Prepare the offer and the first week together

Confirm the pay range, work location, onsite schedule, and realistic start date while interviews are underway. Before making an offer, check that someone will be available to welcome the hire, that equipment and system access can be ready, and that the manager has identified a meaningful first assignment.

If key team members will be out, agree on a first-week plan with a designated point of contact. A start date works best when the new hire knows who to turn to and what they can accomplish from day one.

Need help filling a role before year-end?

American Recruiting & Consulting Group (ARC Group) helps employers fill contract, contract-to-hire, and permanent roles. If you have a critical vacancy or a project that needs extra hands, tell us what work needs to get done and when. Contact ARC Group for a free staffing consultation.