As I strolled into the office this week, I was greeted by something truly shocking. It can’t be. Already?

There was no denying it. The imposing 477 Collins Street Christmas tree was officially up. Some tree by the way — have a look if you’re walking past. This ominous note of Christmas cheer can mean only one thing. The end-of-year sprint is officially upon us.

The last weeks of the year presents unique recruitment challenges — year-end deadlines loom large, and the employment market, already turbulent throughout 2024, faces even more pressure to close out hiring on time. Here’s how I help clients navigate these year-end hurdles and close out their hiring on a high note.

1. Prioritise and set clear milestones

With only weeks left, every day counts. I always advise clients to review their open roles and identify which ones are absolutely essential to fill before year-end and which can wait until January. This prioritisation is critical in today’s cautious hiring climate, where each new position is closely scrutinised. Once we have our priorities, we set clear milestones to ensure we stay on track, aiming to wrap up final interviews and offers by mid-December.

2. Streamline the interview process

This year’s market has been defined by delays, with many clients reporting hiring timelines stretching by months due to uncertainty. To help clients speed things up in December, I recommend consolidating interview rounds — or even arranging panel interviews when possible. This approach not only reduces scheduling headaches but gives candidates a positive impression of a decisive, efficient organisation.

It’s clear candidates appreciate a focused, streamlined process — and that appreciation can translate to faster acceptance rates.

3. Get creative with the final offer

As we approach the holiday season, candidates are often reflecting on their career paths, which can make the final offer stage a bit more complex. That’s why I often recommend clients consider options like flexible start dates (e.g., beginning fresh in January) or even a one-time signing bonus. This final offer stage is a chance to highlight what makes your opportunity stand out — be it flexibility, growth opportunities, or culture. These are factors that resonate strongly with candidates, especially in a tight market.

4. Prepare for remote onboarding

The reality with end-of-year hires is that some new employees may join remotely during the holiday season, or they may start in January if there’s a delayed return. Remote onboarding has become more familiar territory, but it’s still essential to have a seamless process in place. I advise clients to make sure IT, payroll, and HR are prepared to handle remote setups smoothly.

Offering a thoughtful onboarding experience — such as a welcome kit or a plan for their first week — makes a big difference, especially with some employees joining virtually. And a quick video introduction to the team can foster that sense of connection right from the start.

5. Build your talent pool for 2025

Even if some hiring carries over to January, I encourage clients to think long-term and strengthen their talent pipeline for the new year. This is especially useful in a year when market conditions have been volatile. With SEEK’s data showing a rise in applications per job, now is the time to stay connected with top candidates who may not fit a current role but could be great for future opportunities.

This proactive approach means that when hiring picks up in early 2025 — as we expect from green shoots emerging in the market — my clients already have a head start.

December can feel like a sprint, but wrapping up hiring in a positive way — both for the team and for candidates — sets the stage for a strong start in 2025. By prioritising, streamlining, and planning, we’re not just filling this year’s roles; we’re positioning for success next year.

If you’re looking to close out your year-end hiring, my team and I at Atlas Partners are here to help. Whether it’s last-minute roles or planning your talent strategy for next year, reach out, and let’s work together to finish strong. 

Liam Killen
Director — Atlas Partners