Have you thought about candidate experience whilst hiring for your legal team in December?
A number of our clients have got in touch with the Taylor Root team in the last week looking to make legal hires, which we are always delighted to assist with.
Hiring in December comes with its own set of challenges. If you’re navigating end-of-year recruitment, reviewing your hiring process can help ensure a smoother experience for candidates and hiring managers alike.
With competing priorities across your business, it’s easy to let candidate experience slip, but a few small changes to your approach can make a big difference. If internal availability or decision-making is limited, it may be better to delay hiring until the new year. But if you do decide to proceed, a well-managed process can still leave a positive impression and secure the right candidate.
Here are three simple ways to ensure a strong candidate journey during the festive season.
Keep communication lines open
Keep candidates informed throughout. Whether it’s acknowledging their application, being clear on interview timelines, explaining delays or sharing feedback post-interview, proactive communication builds trust and creates a smoother experience.
A lack of updates can cause candidates to disengage or accept other offers. Even short check-ins to confirm next steps or timelines show that your organisation values professionalism and clarity.
Streamline the process
Time is limited in December, both for your internal team and the candidates you’re meeting. If you’re hiring at this time of year, make your process as efficient as possible. Define the interviewers who truly need to be involved, set clear objectives for each stage and reduce unnecessary rounds if possible.
Avoid long gaps between stages and give candidates realistic expectations about timing and availability. When face-to-face meetings aren’t practical, using video calls can help maintain momentum and make scheduling easier.
A streamlined process not only supports better outcomes, but also respects everyone’s time during a busy period.
Invest in onboarding before January
Between an offer being made and the start date is a key window to build engagement. Many legal professionals receiving offers in December won’t start until January, so don’t leave them in limbo.
Send a message to congratulate them, share positive feedback or let them know you’re looking forward to their arrival. These small touchpoints can make a big difference.
Onboarding doesn’t start on day one, it begins the moment your offer is accepted. A thoughtful pre-start experience sets the tone for how candidates feel about joining your business and contributes to stronger retention in the long term.
A well-managed process, clear communication and an efficient timeline will always stand out, no matter the time of year. For more hiring advice, or to speak with a consultant about your legal team’s recruitment plans, reach out to Georgia Morgan-Wynne.
