Esther Ohayon (LinkedIn): “The best positions tend to be filled at the beginning of the calendar year or new school year"

Leaders League: What, traditionally, are the main hiring periods for companies, especially when it comes to recruiting experienced professionals?
Esther Ohayon: At LinkedIn, we observe two periods that are particularly conducive to changing jobs: the beginning of the year (January and February) and the start of the school year in September. Our data shows an increase in hiring in the weeks immediately following the summer holidays, for example. These periods often mark a time of renewal for companies, which leads to a spike in recruitment activity.

Why is this, do you think?
There are three main reasons for this. Firstly, new budgets are available. Companies are starting their financial year, which encourages them to reinforce or renew their teams. Secondly, business is picking up after a slack period; in September, companies come out of the summer lull and are quick to fill vacancies. Finally, these two periods often correspond to action-plan adjustments or relaunches, which usually require new skillsets to implement.
Some sectors and jobs have distinct hiring cycles, however. In the tech sector, recruitment is often continuous throughout the year, since the high demand for talent and skills means that companies are constantly on the lookout for new staff. Conversely, in a sector such as education, recruitment campaigns tend to be very calendar-based, particularly in the run-up to the start of the school year.

Is there a different timetable for executive positions?
Yes, there’s a specific timetable here too. Plum positions (senior executives, upper management, etc.) are generally filled at the beginning of the year or at the start of the school year in September, when companies refine their annual strategy, review their organization and launch new projects. Understand these rhythms by sector and by type of position and your job search will be less scattershot, helping put you in the right place at the right time to get noticed.

Making sure your LinkedIn profile is up to date ahead of peak recruitment periods helps you be more visible

Should you mobilize your network and work on your LinkedIn profile to coincide with these times of the year?
In a competitive job market, anticipation is key to seizing the best opportunities as soon as they crop up. Making sure your LinkedIn profile is up to date ahead of peak recruitment periods helps you be more visible. Mobilizing your network in advance, putting out the feelers and advertising your career aspirations significantly increases your chances of getting noticed. Another crucial point: candidates with a connection in the target company are four times more likely to be recruited than those without. Ideally, it’s a good idea to start laying the groundwork one or two months ahead of peak hiring periods.

How can you optimize your LinkedIn profile to maximize your chances of being spotted by recruiters? 
An up-to-date, clear, LinkedIn profile that reflects your career path is essential. It must highlight your expertise and be aligned with your ambitions. It’s also crucial to keep your skills up to date, as over 50% of recruiters use skills filters when identifying suitable candidates. By highlighting your expertise and detailing your skills, you increase your chances of appearing in recruiters’ searches and seizing opportunities at the right time.

Are there any factors specific to the public sector?
There are marked differences between the private and public sectors when it comes to the timing of recruitment. In the private sector, recruitment cycles are often closely linked to budget calendars and corporate annual targets. The most dynamic periods are generally in January/February, when new strategic plans are implemented, and in September/October, when business picks up again after the summer break. These are periods of acceleration, when companies are beefing up their teams to achieve their objectives.
In the public sector, recruitment and mobility are often governed by competitions, tenders for applications and specific administrative procedures. Each administration follows its own timetable, which makes recruitment windows more predictable in advance. Anticipation and knowledge of procedures are therefore key for those wishing to climb the ladder in the civil service.