The conventional wisdom is that nobody hires during the holidays. Candidates aren't looking. Hiring managers are unavailable. Everything pauses until January.

That's mostly wrong. The volume of applicants drops by 20-25% in December, but hiring doesn't stop. For recruiters willing to work while competitors coast, December is one of the most efficient hiring months of the year.

Here's how to make holiday recruiting actually work.

Use the Competition Advantage

Less competition exists because most companies pause hiring during the holidays. That means the candidates you want aren't getting dozens of other offers.

How to capitalize:

• Post your openings now while job board traffic is lower—your listings get more visibility per view
• Reach out to passive candidates when their inboxes aren't flooded with recruiting messages
• Move faster than competitors who are waiting until January to engage candidates

For candidates actively applying during December, they're motivated and ready to make a move. They're not waiting for New Year's resolutions—they want to start now.

Your offer stands out when competitors aren't making offers. January? Everyone's competing for the same candidates simultaneously.

Solve the Scheduling Challenge

The legitimate problem with December hiring is coordinating schedules when people are out of office. But it's solvable.

Scheduling strategies:

• Use asynchronous video interviews so candidates can record responses during the holidays
• Schedule final-round interviews for early January but conduct initial screenings in December
• Have backup interviewers identified for when primary interviewers are unavailable
• Offer flexible interview times including evenings and weekends for candidates using PTO

Interview scheduling automation tools can help identify available time slots and balance workloads, making coordination easier even when people are traveling or taking time off.

Target the Right Candidates

Not all candidates are unavailable during holidays. Some are strategically job hunting right now.

Who's actively looking in December:

• Employed candidates with year-end bonuses that vest on December 31st
• People burning use-it-or-lose-it PTO and using that time to interview
• Candidates who just finished major projects and can transition cleanly
• Workers in industries with holiday slowdowns (retail, education, hospitality)
• Recent graduates who finished degrees in December and want immediate employment

People applying for jobs in December aren't just browsing—they're motivated and ready to make a move. Quality can actually be higher because serious candidates self-select into December job searches.

Leverage Budget Realities

Many companies have approved positions and budget that expires at year-end. Companies often have use-it-or-lose-it headcount to fill.

Use budget urgency:

• Prioritize roles with year-end budget that won't carry into Q1
• Close positions quickly while budget is still allocated
• Make competitive offers knowing budget expires soon

Finance doesn't want to start 2026 explaining why approved headcount wasn't filled. That urgency can accelerate decision-making and approval processes that normally drag.

Adjust Your Outreach Strategy

December recruiting requires different messaging than normal outreach.

Holiday-appropriate outreach:

• Acknowledge the timing: "I know it's the holidays, but wanted to reach out about an opportunity that might interest you in the new year."
• Be respectful of time: "No rush to respond—happy to connect in January if that works better."
• Emphasize flexibility: "We can schedule initial conversations whenever works for you, including early January."
• Highlight benefits of starting in January: "This role would start in mid-January, giving you time to wrap up current responsibilities."

Don't pretend it's not the holidays. Acknowledge reality and work within it.

Focus on Pipeline Building, Not Immediate Closes

December doesn't have to be about closing positions this month. It's about building pipeline for January when hiring accelerates.

Pipeline building tactics:

• Source candidates now while competition is low
• Conduct phone screens and initial interviews in December
• Schedule final rounds and offers for early January
• Build relationships with passive candidates for future opportunities

Companies that build strong teams now will be ready when business picks up in Q1 rather than scrambling to staff up while simultaneously trying to hit revenue targets.

Work With Realistic Expectations

Not every role is suitable for December hiring. Know which positions to prioritize.

Good for December hiring:

• Entry-level and mid-level positions with straightforward interview processes
• Roles with January or February start dates
• High-volume hiring where competition matters more than timing
• Positions where hiring managers are available despite holidays

Wait until January:

• Executive and senior leadership roles requiring extensive stakeholder involvement
• Positions needing complex, multi-day interview processes
• Roles where hiring managers and key interviewers are completely unavailable

Match your recruiting strategy to what's realistic given holiday constraints.

Communicate Proactively

Candidates and hiring managers need clear communication about what happens during holidays.

Set clear expectations:

• Tell candidates upfront: "We're conducting initial interviews through December, with final rounds scheduled for early January."
• Confirm with hiring managers which dates they're available and which they're not
• Update candidates on timeline changes: "Our team will be out December 24-26, so next steps will happen the week of December 29th."
• Provide backup contacts for urgent questions when you're out of office

Radio silence during holidays frustrates candidates. Proactive communication maintains engagement even when response times slow.

Use Technology to Your Advantage

Interview scheduling automation and asynchronous video interviews enable recruiting when schedules don't align.

Tech that helps:

• Automated scheduling tools that handle coordination without manual back-and-forth
• Asynchronous video interviews that candidates complete on their schedule
• Chatbots that answer candidate questions 24/7 even when recruiters are offline
• CRM tools that automate follow-up sequences to keep candidates engaged

Technology can't replace human judgment, but it can handle logistics that would otherwise require constant availability.

The January Comparison

Compare December to January reality:

December recruiting:

• 20-25% lower application volume but serious, motivated candidates
• Minimal competition from other employers
• Scheduling challenges but flexible candidates
• Use-it-or-lose-it budget creating urgency

January recruiting:

• 27% higher application volume but scattered across hundreds of employers
• Every company hiring simultaneously, creating intense competition
• Easier scheduling but candidates juggling multiple interview processes
• Candidates leveraging multiple offers, slower decision-making

December is harder logistically but often faster to close. January has more candidates but more competition.

The Bottom Line

Hiring doesn't stop in December—it slows down. For recruiters willing to work through holidays while competitors pause, it's one of the most efficient months of the year.

Less competition, motivated candidates, and budget urgency make December viable for strategic hiring. The coordination challenges are real but solvable with flexible scheduling and technology.

Companies that recruit effectively in December will start 2026 ahead. Companies that wait until January will spend Q1 competing with every other employer chasing the same candidates.

Your choice: recruit strategically now while it's quiet, or fight for talent in January when everyone's hiring.