If you review our content, you’ll find that we have always been proponents of using summer to at least prepare for active job hunting in autumn: creating a list of headhunters, a list of companies, researching e-mail addresses, optimizing application documents and fine-tuning the LinkedIn profile.
And for those already in the middle of job hunting, we have always recommended to shift to third gear in summer instead of slowing down. Companies still have to recruit and the competition is away on vacation = it’s the perfect time to make a move.
Has our opinion on the matter stayed the same? Or has summer of the infamous year 2020 changed the way we view summertime job hunting?
Looking back to 2020
It seems more like a folktale rather than a real thing nowadays, but some consequences of the pandemic can still be felt today. For example, we have been very insistent on maximizing job search efforts ever since – that includes contacting more companies directly and using all four job search channels to the fullest, without question. Employers have intensified their activities and expect candidates to do the same.
Back then, companies reacted to the pandemic in one of the following ways:
- All recruitment processes canceled (usually excl. essential roles).
- All recruitment processes put on hold (usually excl. essential roles).
- Business continued (almost) as usual.
The immediate effect that we observed (and then meticulously tracked since mid-March 2020) was a drop in the number of job ads published on LinkedIn – a drop of up to 1.5 million!
That’s 1.5 million job ads that disappeared… 1.5 million fewer jobs available across Europe. And some countries saw drops in available job ads of up to 50%! That’s half as many opportunities for professionals. That’s massive and unprecedented!
Fortunately, summer 2020 had already indicated an immense improvement – more than 50% of European countries showed positive trends in the number of job ads and a handful had even more published job ads than at the beginning of the pandemic.
How is it that despite it being at the height of a global pandemic, summer was the time when the job market started healing? Shouldn’t everyone be taking a break from work? Or have we been misled?
Companies need to hire candidates in summer…
… for their seasonal demand to be met
Summer is known to be THE hiring season for industries like hospitality, tourism, and retail. However, its significance for other industries and employees on the higher rungs of the ladder is often understated.
Companies in the midst of preparation for the other half of the year are in need of strong leadership to guide their teams and oversee the organizational processes. Whether these supervisors are there to stay depends on both their results during the season and the company’s demand once the summer is over.
Companies often use these crucial months as a talent pipeline, identifying high-performance employees that would benefit the company for years to come. This allows both the employer and the employee to decide whether they fit within the organization.
… for their projects to go into force on time
Companies plan their projects around their yearly schedule. This usually means that critical developmental moments happen during the summer: planning budget cycles, establishing strategic plans, and taking necessary steps towards the progress of ongoing projects.
One of the key questions asked during this period is: do we have enough people fit for the task? This means that summer is also a critical moment for recruitment, especially for roles that are essential for the successful launch and execution of new projects.
If you’re a candidate who fits this description, you have the potential to benefit from the investments into workforce that companies make in summertime.
… for them to start working in September / October
Even the pandemic couldn’t change this one simple fact: summer is indeed slower for many businesses, with both clients and employees enjoying their vacation time. But it’s always calm before a storm, and companies know that they need to prepare for that storm at the end of summer.
So, if you are currently looking for a job: use that opportunity! Some candidates will still decide to take it easy “because it’s summer”. Don’t fall into that trap. Take advantage of the fact that many people think like that – that’s less competition for you! And, if unfortunate timing doesn’t allow for a full-throttle job search: use summer to at least prepare for the process.
“You’ve convinced me! What should I do now?”
As we’ve mentioned, we recommend maximizing the use of all four job search channels. There are many professionals who don’t look for a job in summer at all, and among those that do, there are just as many putting only a little effort into it. Put yourself ahead of the competition by embracing the summer job hunting fully!
Here are the basics behind the process divided by job search channels:
1) Job ads
- optimize your CV for ATS (click here!)
- optimize your LinkedIn profile both for a human reader and the algorithm (click here!)
2) Networking
- audit your current network (strengths, weaknesses)
- prepare strategies for your old network
- build a new network in the areas of identified weaknesses
3) Headhunters
- make a list of approx. 50 recruitment firms per country that you are actively searching in
- identify the most relevant consultant and contact them via e-mail, attaching your CV
- remember to follow up within 7-10 business days
4) Direct contact
- make a list of 90-120 companies
- identify & contact your potential boss directly with your CV
- remember to follow up within 7-10 business days
If you get stuck at any point, if you simply need a second opinion or if you don’t get a 30-50% response rate (and interview rate of less than 5%), get in touch with Career Angels!
- Request a free Career Consultation (20-30 minutes) via this link or by sending an e-mail directly to Contact@CareerAngels.eu | Subject: Summer Job Hunting