Ever notice how January hits and suddenly professionals are updating their LinkedIn profiles, reconnecting with former colleagues, and picking up their phones when recruiters call? It’s not a coincidence.   

There’s a real psychological and seasonal rhythm to how people think about their jobs and careers. Between holiday season reflection, year-end bonuses, and New Year’s resolutions, January becomes a time when executives are more open to considering new opportunities. And not just because everyone is fresh off fruitcake and ready for something new!   

While passive candidates are sought after all year long, January is the best time to attract them. I’ll share the reasons in this article, and why smart leaders don’t wait until February or later in the year to try and quickly recruit them.  

The psychology behind timing   

For many executives, January feels like a reset button. People think about goals, growth, and positive change just like they think about gym memberships and meal plans. In fact, holiday reflection often prompts leaders, especially those who are happy in their current roles, to suddenly consider what the New Year might hold for them. 

The same psychological triggers that drive resolutions about health or finances also apply to careers, and the start of a new year gives people permission and inspiration to evaluate where they are and where they could be.  

Passive talent isn’t job market talent   

This is a big one: In the executive search world, it’s no secret (to us or our clients) that the most impactful new hires are primarily passive candidates. These professionals tend to be successful and satisfied in their current roles, so they’re not actively looking for a new job or applying to job postings; however, they are open to engaging with the right opportunities.  

The key is knowing who and where they are and approaching them in confidence to establish trust. This is second nature to experienced recruiters, given that passive candidates represent a large share of the U.S. workforce! According to surveys, roughly 70-75% of the workforce is made up of passive talent. This is the pool of talent I go after for my clients.  

While these people don’t spend time scrolling job boards, or send résumés, they do respond to engaging outreach from a recruiter for a company with an opportunity that aligns with their long-term goals. Companies that wait until later in the year often miss out on the most qualified candidates.   

January is a rare window for responsiveness   

Recruiters like me see response rates jump in January because people are thinking about their professional aspirations and the year ahead, instead of just continuing the status quo and daily grind. We strike while the iron is hot to attract and help onboard these sought-after candidates for our clients’ leadership roles. 

Many companies’ internal hiring teams are typically not prepared in January to go after passive prospects. If you wait until March or April to fill your leadership or critical revenue or operations roles, keep in mind that your competitors have likely already engaged and onboarded passive candidates you’ll wish you had connected with first. Meaning, they have a jump start on the New Year.

Proof it works (real-world trends)   

At Goodwin Recruiting, we see year after year how our January outreach efforts generate higher engagements and more serious conversations with passive candidates than in any other month of the year. We’ve also observed how passive candidates who ignored our outreaches in November and December suddenly reply in January with their schedules wide open and curiosity piqued.   

These trends match broader research, as well as trends showing that engaging passive talent will only become more critical in the future. The passive talent pool is growing, and companies will lean harder on recruiters to reach into it for the best talent for leadership roles and to build stronger teams.  

Why waiting until February or later costs you in securing top talent 

Passive candidates move fast once they start thinking about change. If you wait until everyone else in your industry starts hiring in late winter, you’re going to find that the best candidates may be off the market before you ever hit ‘send’ on an email or make a call.  

Get in front of it all by building your talent pipelines early. Don’t wait until there’s urgency to fill an important role, because then you’re caught in a reactive scramble with higher talent acquisition costs, longer time to fill a key role, and the risk of making the wrong hire under pressure.  

What hiring leaders should do right now   

Start planning your Q1 hiring strategy today: not in February or later when everyone else is already staffed up. Do these four things now: 

1. Get clarity on the roles you need to fill so you can kick off the New Year strong and ready.  
2. Build your talent pipeline before passive candidates even start thinking about switching jobs.  
3. Partner with a recruiter who already has relationships with passive candidates in multiple industries nationwide.  
4. Prepare to initiate confidential conversations with passive candidates before your competitors realize those candidates are open to talking and making a move.   

Make your move and let us help  

If you want to tap into that January wave of responsiveness from passive candidates and connect with professionals you’ll never find on job boards or social media job sites, now is the time to act.  

Reach out to me for more recruiting insights. My name is Ghali Asad and I’m an Area Director of Recruiting with Goodwin Recruiting. I’ve spent 20+ years specializing in helping businesses build high-performing teams by securing top talent. 

Let’s start building your candidate pipeline today and set you up for a successful New Year!