Most companies hit pause in July. But your future candidates? They’re thinking, scrolling and quietly deciding what’s next. If you want to be in the conversation when they return, you need to show up before they do. This checklist helps you prepare and win the most overlooked recruitment window of the year.
1. Shift your mindset
- Treat July as your visibility window, not a break
- Know that success in August depends on what you do now
- Remember, candidates don’t stop scrolling just because the sun is out
2. Use your recruitment system smartly
- Pre-schedule job ads and employer content before vacation mode kicks in
- Plan interview availability and processes now — not in August
3. Stay visible on social media
- Make job posts work for the feed — bold visuals, short copy, mobile-first
- Run reach-focused campaigns in July to build awareness early
- Share real photos and stories from your team — not polished stock images
- Show up where candidates already are: LinkedIn, Instagram, Facebook, Messenger
4. Work in two phases
July – awareness
- Less competition means more reach for less budget
- Focus on who you are, not just what you’re hiring for
- Position yourself as a place for growth, not just a vacancy
August – activation
- Be ready to launch campaigns as motivation peaks
- Move fast — have interviews and feedback loops ready
- Retarget those who engaged in July
5. Make your job ads worth reading
- Open strong — your first line should spark curiosity
- Write like you’re speaking to one real person, not everyone
- Talk about purpose, growth and impact — not just tasks and benefits
- Keep it tight, engaging and easy to scan on mobile
6. Let data guide your timing
- LinkedIn data shows August is peak switch month in the Nordics
- Talentech data shows lowest job ad volume (and best visibility) in July
- Use this insight to convince stakeholders — timing is everything
- Keep an eye on channel performance and adjust as needed
7. Make it easy to apply
- Simplify your apply flow — fewer clicks, fewer questions
- Let candidates know what to expect if teams are away
- Offer flexible start dates — apply now, start later
- Follow up fast when candidates return in August
8. Match your message to the season
- Share content that reflects summer headspace — reflection, change, new beginnings
- Update your career site with light, seasonal messaging
- Let your people speak — authentic voices resonate more than corporate slogans
- Keep the tone human, relatable and clear
9. Match your message to the season
- Ask your team to share open roles in their own voice
- Give them simple texts, images or video clips to post
- Show off culture, flexibility and everyday moments — not just office perks
- Celebrate referrals and engagement, even when people are on holiday
10. Match channels to the right audience
- Choose the best mix for each role:
- Social media (LinkedIn, Instagram, Facebook, Messenger)
- Job boards for active candidates
- Or social instead of job boards, when targeting passive talent
- Retargeting for those who visited your career page
- Make sure the candidate journey is mobile-friendly, smooth and fast
- Track what converts — not just what clicks
Final reminder: Summer isn’t slow — it’s your secret advantage. The best candidates start looking before you’re back from holiday. Plan now, show up early, and let your people do the talking.
