September marks a strategic turning point for businesses. Teams return with renewed energy, strategic projects resume, and annual goals must be finalized. It’s also an opportunity to strengthen teams with new Tech and Sales talent.
Yet, many large corporations, scale-ups, and start-ups underestimate the importance of carefully preparing their recruitment efforts ahead of time. Contrary to some perceptions, the job market remains active during this period. New candidates and companies are still on the move: some to anticipate the new business season or replace departures, others to give fresh momentum to their careers.
Here are our recruitment firm’s tips to anticipate your hiring needs and start September with teams ready to perform.
1. Assess Your Recruitment Needs
The first step is to analyze your current workforce and projected needs. Ask yourself the right questions:
- Which positions are vacant or at risk?
- Do we need to replace departures or create new roles?
- Which skills will be essential to achieve end-of-year objectives?
These HR questions are crucial to anticipating needs, hiring smoothly, and avoiding mistakes. By September, recruitment teams and managers are already under heavy pressure: project deadlines, commercial recovery, training launches… Planning your hires ahead of time prevents adding an extra burden during this intense period.
You can also reach out to a recruitment firm like Bessand for better support and a smoother, more efficient process in September. Contact us.
2. Anticipate Timelines and Plan Ahead
The average time to hire a qualified profile varies between 1 and 3 weeks, depending on the industry. Shortage roles or highly strategic positions (IT, engineering, sales, finance) often require more time. Starting early allows you to secure the best profiles before the September rush.
It’s also essential to prepare properly for the arrival of new hires so they can adapt quickly to your company. In September, when teams are already busy, this becomes even more critical. Organizing the first week with simple, concrete goals helps newcomers feel expected and integrated from day one. Nothing is more discouraging than starting a new role in an empty office, with a non-functional computer and no clear guidance.
Having professional support during this process can be a major asset. Our recruitment firm can help streamline your process and anticipate needs to secure the best possible candidate. Trust Bessand Recruitment for successful September hires.
3. Craft Strong Job Descriptions
The job posting is often the candidate’s first point of contact with your company. It should:
- Be clear, well-structured, and accurately reflect the role
- Highlight the benefits of joining your company (projects, culture, growth opportunities)
- Be optimized for search engines: include relevant keywords (job titles, location, skills)
A strong title, compelling introduction, and content aligned with market expectations will significantly increase your job posting’s visibility.
Publishing an ad, reviewing applications, organizing interviews, selecting the right candidate, and drafting contracts can be time-consuming. For advice on making the process smoother and faster, contact our recruitment firm for support.
4. Leverage Your Existing Talent Pool
Before publishing a new job ad, revisit your candidate database. Some promising profiles may have been interviewed earlier in the year but were unavailable at the time. A well-structured applicant tracking system allows you to re-engage the right profiles easily. This saves time and capitalizes on already-qualified candidates.
Bessand Recruitment maintains an active candidate pool, with hundreds of IT and Sales profiles re-engaged daily. We are currently prioritizing recruitment for Data Scientists, Machine Learning Engineers, Python Developers, Account Executives, Sales Directors, and International Business Developers. Contact us to learn more or get tailored support.
5. Improve the Candidate Experience
The quality of your hiring process is a strong differentiating factor. In September, top talent is in high demand. To attract and retain them:
- Reduce the number of steps
- Offer interview slots quickly
- Communicate transparently about timelines and decisions
A smooth and respectful process strengthens your employer brand even with candidates who aren’t selected.
6. Work with a Specialized Recruitment Firm
Outsourcing part or all of your recruitment allows you to:
- Access qualified profiles, including passive candidat
- Save time on pre-screening
- Secure hires with tailored guidance
A recruitment firm knows market dynamics and helps you build a targeted, effective sourcing strategy aligned with your company culture. They’re often available during the summer to handle the first stages of the process while your teams are on holiday: sourcing, pre-qualification, and initial interviews. Contact us.
Preparing your September recruitment requires a structured approach built on anticipation, clear definition of needs, optimization of recruitment tools, and tailored communication with candidates. By implementing these best practices, you maximize your chances of hiring the right profiles, at the right time, under the best conditions. Would you like support in this process? Our recruitment firm is here to build with you an effective strategy tailored to your September goals. Contact Bessand Recruitment to learn more.
