What Savvy Hiring Managers Know About July Recruiting

A couple of weeks ago, I shared some thoughts on “What if the slow season became your strategic edge?”

Today, I want to take that idea a step further—and test how much we really know about summer hiring.

Everyone says hiring slows down in the summer. But how much of that is true—and how much is just an old myth?

Take this quick quiz to see for yourself and uncover why the quieter months can be your most strategic window.

✅ Question 1:

True or False?

Most companies completely stop interviewing candidates in July.

Answer: False.

While it’s true some organizations pause formal searches, many forward-thinking companies keep the pipeline moving. In fact, slower months often mean less internal red tape and more space for deeper conversations with candidates.

✅ Question 2:

Which of these is the biggest advantage to recruiting in summer?

A) Less competition for talent

B) Faster decision-making

C) Easier onboarding schedules

D) All of the above

Answer: D) All of the above.

Summer creates a rare window: fewer companies actively hiring, less crowded applicant pools, and more flexibility to design a smooth onboarding before the fall rush.

✅ Question 3:

True or False?

Candidates are harder to reach in July.

Answer: False.

While vacations happen, many professionals have lighter workloads and more time to respond.

✅ Question 4:

What percentage of candidates would consider a new opportunity during the summer if approached thoughtfully?

A) Less than 25%

B) Around 50%

C) Over 70%

Answer: C) Over 70%.

According to LinkedIn Talent Solutions, approximately 70% of candidates say while they aren’t actively applying, they are open to hearing about new opportunities year-round, including during summer. When outreach is timely and personalized, response rates stay strong regardless of the season.

✅ Question 5:

True or False?

You should always wait for September to launch a new search because it’s “when everyone gets back to business.”

Answer: False.

If you wait for the busy season, you’ll be competing with everyone else. Summer gives you a head start to build relationships, move deliberately, and secure talent before demand spikes.

Key Takeaway:

Once again, the market doesn’t really stop—it just shifts.

While others hit pause, you can:

* Reconnect with passive talent

* Refresh outdated job descriptions

* Start conversations that feel less transactional

* Line up hires ready to onboard in the fall