Don’t be a Talent Turkey This Holiday Season 

The holidays are just around the corner! Your inbox is full of festive invitations, seasonal recipes, and holiday plans, but let’s be real. While we’re all thinking about turkey dinners, cozy sweaters, and a well-earned moment to relax, one thing that should not be put on autopilot is your hiring process. This is where you don’t want to be a Talent Turkey. 

What is a Talent Turkey, you ask? It’s the hiring manager or HR leader who lets the hiring process stall during the holidays. The one who leaves candidates with nothing but cold leftovers in the form of late feedback, or worse, radio silence. In this blog, we are going to talk about why hiring during the holidays doesn’t have to slow down, how to keep candidates warm, and how to avoid serving up bland, leftover feedback. Let’s get cooking. 

Holiday Hiring: The Time of Bonuses and Snoozing Candidates 

The holiday season brings a whole different vibe to the workplace. People are focused on end-of-year bonuses, family gatherings, and who’s bringing the stuffing. Candidates start wondering if it’s really the right time to make a move. “I’ll just stick around for the bonus and reconsider in January,” they think as they sip eggnog by the fire. It’s not just them either—you might feel the same way, slowing your hiring process with the idea of picking it up next year. 

But here is the truth: great talent does not hibernate during the holidays. In fact, with fewer companies aggressively recruiting, the holiday season can be your secret weapon. According to LinkedIn data, while job postings often drop during the holidays, candidate engagement remains steady. It is prime time to stand out and swoop in before the competition wakes up from their post-Christmas nap. 

Keep Candidates Warm—Don’t Leave Them Out in the Cold 

Imagine this: you’ve gone through the effort of getting a stellar candidate to the final round. You’ve buttered them up, served them the best interview experience, and then… you disappear. No feedback. No update. Just the silence of tumbleweeds and crickets. That’s a classic Talent Turkey move and is a recipe for disaster. 

Hiring managers, this is your golden opportunity. While your candidates are enjoying their eggnog, they are also wondering if that great job opportunity is going to pan out. Keeping them warm is key. This doesn’t mean spamming them with daily updates, but it does mean staying in touch. A quick “We’re still reviewing your candidacy and will get back to you shortly” message can go a long way. Regular check-ins, even brief ones, can make candidates feel valued and excited to join your team. Leave them in the cold, and they will start looking for another feast elsewhere. 

Feedback Is Not Leftovers 

Let’s talk feedback. We all know what leftovers taste like when they’ve been reheated one too many times—bland, dry, and disappointing. That’s exactly what lukewarm or delayed feedback feels like to candidates. Giving them a recycled “We decided to go in another direction” a month after the interview isn’t just frustrating, it’s disrespectful. People are making big decisions about their future, and they deserve more than microwaved feedback. 

Be timely and specific. If they’re not moving forward, let them know why. If they’re still in the running, make sure they understand the timeline. Keeping candidates in the loop doesn’t just show that you respect their time, it also builds a positive employer brand. According to a survey by CareerArc, 72% of candidates who had a bad experience during the hiring process shared it online or with someone directly. You don’t want to be the company that’s known for ghosting candidates during the holidays—word gets around fast, especially when people are gathered around holiday tables swapping stories. 

Navigating Bonuses: The December Dilemma 

Now, let’s talk about that big, fat elephant in the room—bonuses. The reason why some candidates are snoozing on job offers until January. They’ve put in the work all year, and many are hanging on until they can cash in. Hiring during the holidays means you’re not just selling a job—you’re selling a future that’s compelling enough for them to walk away from their end-of-year check. 

So, how do you overcome the bonus hurdle? Simple: by focusing on the long game. When you make your offer, highlight the benefits that go beyond a one-time bonus. Showcase your company culture, the growth opportunities, and how this move will be an investment in their future, not just a short-term paycheck. Help them see why jumping on board now is worth more than hanging around just for a Christmas bonus. 

How Not to Be a Talent Turkey This Holiday Season 

So, how do you make sure you’re not the Talent Turkey this holiday season? 

1. Don’t Snooze on Hiring: The holidays are actually a great time to hire. With less competition and more focused candidates, you can find great talent who’s ready to take the leap. 
2. Stay in Touch: Keep candidates warm with regular, thoughtful updates. Even if you don’t have a decision yet, let them know where they stand. 
3. Give Real Feedback: If a candidate isn’t moving forward, don’t serve them a leftover rejection. Be specific, timely, and respectful with your feedback. 
4. Address the Bonus Elephant: Don’t let the bonus conversation scare you. Instead, focus on the long-term benefits and growth opportunities your company offers. 
5. Keep It Personal: Show that your company values people by offering a warm, engaging process even during the holidays. Send a holiday card or invite top candidates to a festive virtual event to keep the excitement going. 

Conclusion 

The holidays do not have to be a hiring dead zone. While your candidates are making big decisions, you can make bigmoves to keep the momentum going. Don’t be the Talent Turkey who lets the hiring process go cold or serves up leftover feedback. Keep things warm, engaging, and personal, and you will have top talent ready to feast on the opportunities your company offers—even if they’re still waiting for their holiday bonuses to hit the bank. 

Unlock your organization’s potential by embracing a long-term approach to hiring that prioritizes cultural fit and genuine talent. At Titus Talent Strategies, we’re here to help you build a resilient, engaged team that thrives together— let’s start transforming your hiring process today!