Hey everyone! Today, let’s dive into the world of recruiting in January. We’ve talked about gearing up for the holidays, being proactive in December, and now, it’s time to tackle January head-on. If you’re in the high-turnover game like cleaning, lawn care, landscaping, or construction, stick around. We’ve got insights to share!

I’m Libby, and at Woot Recruit, we’re your allies in the high turnover industry. Whether it’s residential or commercial cleaning, lawn care, landscaping, construction, or roofing, if you’re looking to grow and scale, we’ve got your back. Let’s explore the ins and outs of recruiting in January.

The January Landscape

So, what’s in store for us in January? I discussed navigating December in our previous videos, but now it’s time to talk about a phenomenon that’s particularly true for certain industries—those with lower revenue per employee. Think retail, food service, hospitality, and home services. January brings us the impact of tax return season.

Tackling Tax Return Season

Between January and April, tax return season can disrupt the usual recruiting flow, especially in industries with lower revenue per employee. Here’s how it might affect us:

1. Higher No-Shows and Lower Commitments: People receiving significant tax returns might be less urgent about finding or keeping a job, leading to higher no-show rates and lower commitments.
2. Increased Quitting: Non-committed employees may use their tax windfall as a reason to leave a job they weren’t too invested in.
3. Seasonal Affective Disorder (SAD): The winter months, coinciding with tax return season, can trigger seasonal affective disorder, affecting motivation levels.

Being Proactive: Tips for Success

Now that we know what to expect, how can we be proactive and navigate these challenges? Here are some tips:

1. Emphasize Financial Stability: Highlight your company’s stability in job ads, interviews, and onboarding processes. Stability is a major draw, especially during uncertain times.
2. Offer Flexibility: Be flexible with interview times to accommodate currently employed candidates. It’s essential to attract people who are still looking to work.
3. Provide Tax Assistance: Consider offering tax assistance within your company to help employees manage their newfound funds responsibly.
4. Follow-Up and Respond Quickly: Engage with applicants beyond automated responses. Send videos, introduce your team, and respond promptly to showcase your company’s eagerness to work with them.
5. Nurture Candidates: Regardless of their current qualification status, nurture all candidates. Life circumstances change, and they might become the perfect fit later on.

Remember, January’s challenges are cyclical but manageable. By being proactive and strategic, we can navigate the recruiting landscape successfully. I’m Libby DeLucien from Woot Recruit, and we’re here to support your growth in the high-turnover industry. Cheers to your success!