For many employers, November and December are when the pace of business begins to slow down. Budgets are being finalized, leadership teams are reviewing the year, and plans for the coming year are taking shape. It can be tempting to put hiring decisions on hold until January.
When it comes to HR, waiting until the new year can create problems that are much harder to solve once January arrives. If you already know your organization needs stronger HR leadership, additional recruiting capacity, or specialized HR support, the end of the year can be an ideal time to assess what you need and begin building a plan.
Look Beyond the Org Chart
Year-end planning often focuses heavily on revenue, expenses, headcount, and business goals. HR deserves the same level of strategic attention.
Questions for evaluation:
• What worked well within our HR function this year?
• Where did our organization experience the most strain?
• Which HR responsibilities are currently falling to executives or managers?
• Are we equipped to support our anticipated growth?
• Do we have the right leadership in place?
• Are there HR skills we will need next year that we do not have today?
• What happens if one of our key HR professionals leaves?
These questions can reveal gaps that are easy to overlook when everyone is focused on getting through the final months of the year.
For example, perhaps your company has grown significantly but your HR infrastructure has not kept pace. Maybe your business leaders are avoiding difficult conversations without a trusted HR sounding board to hold them accountable. Perhaps your organization is preparing for an acquisition, restructuring, or significant expansion and needs additional HR support. These are not problems that should wait until January.
Your 2027 Hiring Plan Should Start Now
A common mistake is treating HR hiring as something that happens after the business plan has been finalized. In reality, the two should be developed together.
If your company expects to add employees next year, someone needs to develop and execute the recruiting strategy. Do you anticipate organizational changes? Then someone needs to help leaders manage the people implications. If you are expanding into new markets, changing compensation structures, implementing new systems, or preparing for growth, HR will likely play a significant role. The earlier you identify those needs, the more options you have.
A January search can also put employers in a difficult position. The organization may have a clear need but no defined job description, no established candidate profile, and no recruiting strategy. Meanwhile, internal teams are already busy and leadership may be trying to accomplish the goals established for the new year.
Starting the conversation in November or December can give everyone more time to make a thoughtful decision.
Not Every Need Requires a Permanent Hire
Year-end planning is also an opportunity to reconsider the assumption that every HR need requires a full-time employee.
Some organizations need a permanent HR leader. Others may need temporary support while they determine what their long-term structure should look like.
An interim HR leader can provide continuity when a key employee leaves unexpectedly. A contract recruiter can help manage hiring activity during a period of rapid growth. A fractional HR professional can provide specialized leadership without the commitment of a full-time position. A consultant may be the right choice for a defined project.
Contractors can also provide a cost-effective way to access experienced talent. Depending on the position and arrangement, a contractor can be a fraction of the cost of a full-time W-2 employee while providing the skills needed to address an immediate business need.
The right answer depends on the organization, the problem, and the timeline.
Big Wave Recruiting can source full-time, interim, fractional, and contract HR professionals, giving employers more options when developing their workforce strategy.
Make January Easier
The best time to address a known HR problem is rarely the moment it becomes urgent.
If your organization has been talking about hiring an HR leader for months, if an important position has remained vacant, or if your current team is stretched beyond capacity, use the final weeks of the year to evaluate the situation.
You do not necessarily need to have every answer.
You simply need to identify where the organization is going, what capabilities will be required to get there, and whether your current HR team can support that plan.
A thoughtful conversation now can lead to a much stronger hiring strategy in the new year.
If you are evaluating your HR staffing needs for the year ahead, schedule a complimentary consultation today.
