Hiring Under the Radar : How to Attract the Right Talent This Summer—Subtly
Summer is here: sunshine, vacation calendars filling up, shorter work hours, team barbecues…
Often seen as the “slow season of the year,” summer is actually a golden opportunity for your recruitment strategy. Yes, really! It’s the perfect time to recruit subtly, without having to publish a single job posting. In this article, we’ll show you how to turn the summer months into a playground for attracting the kind of talent that truly fits your organization—through bold, authentic, and creative employer branding initiatives.
Why summer is fertile ground for “indirect” recruitment
Unlike the rest of the year, summer puts people in a more relaxed, open mindset. Unless you’re in a seasonal industry where things ramp up in the summer, most businesses experience a natural slowdown. So, if it’s the season of rest and vacation, why is it such a great time to recruit?
– Less noise, more attention: Fewer LinkedIn posts. Fewer emails. Fewer hiring campaigns from your competitors. That means what you share is more likely to stand out. It’s one of the rare times of the year when your window of visibility opens wider. With less urgency to fill roles and more room for authentic messaging, it’s a perfect moment to connect with candidates on a human level.
– Time for reflection: Summer often sparks introspection. People start asking themselves, “Am I still happy where I am?” or “Do I want something new this fall?” These thoughts, pushed aside during the rush of the year, now have space to surface—especially as September approaches and the idea of a fresh start becomes tempting.
– More mental bandwidth: Less pressure and fewer deadlines mean professionals are more open to exploring things they usually don’t have time for. They scroll, read, and get inspired. That’s your cue to speak up—not to sell, but to share. Talk to them like you would over coffee. Share what drives you, what you’re experimenting with, how your culture is evolving. Don’t try to seduce—just connect.
Recruiting in the summer: attracting top talent without hiring
– Show your behind-the-scenes—without dressing it up as a job post. Let’s be clear: what candidates crave is authenticity. They don’t want a polished job description—they want to see how things really are. What keeps people on your team? What makes your culture stick? Your social media is your best ally to show the human side of your company. And in summer, here’s the kind of content that works:
– Everyday team moments: Ditch the staged, corporate photos. Candidates see right through them. Instead, show the real stuff: a team barbecue, a farewell toast, a team-building outing, or even your remote team working from inspiring places (with privacy in mind, of course). It’s not about sneaky job ads—it’s about real, relatable glimpses into your work life.
– Your summer initiatives: Offering shorter Fridays? Hosting internal sports challenges? Supporting volunteer work? These actions show you care about well-being and work-life balance—and that speaks volumes to purpose-driven candidates.
– Behind-the-scenes content: People are naturally curious. A video of a team brainstorming, a spontaneous testimonial from an employee about what they love in their day, or a before-and-after of your office lounge… all these small things help future candidates picture themselves in your world.
Nurture your talent pool—with creativity and care
You probably have a list of past candidates who weren’t hired, or curious contacts not quite ready to make a move. Summer is a great time to reach out—tactfully, creatively, and without pressure:
– Send a “Summer Newsletter”: Not a job ad, but a message that says, “We’re thinking of you!” Share company updates, sabbatical stories, current projects, or light summer anecdotes. It’s a warm, low-key way to stay top of mind.
– Offer helpful, inspiring content: A mini-guide to reflect on career goals, a podcast recommendation, a summer reading list—these are small, generous gestures that show you care about personal and professional growth.
– Extend invitations, not job offers: Use the slower months to prep for fall: a casual meet-up, a webinar, a sneak peek into a role or project. Invite people from your talent pool to register now—it builds a bridge without pressure.
Position your company as talent-minded—even in summer
To attract the best, you have to show that you’re thinking about them, their growth, and what they care about. Summer is the perfect time to prove that your company is a place of inspiration and development.
– Create a summer tool or quiz: Try “What kind of manager are you?” or “Where are you in your career journey?” Include them in your article or on a dedicated landing page to subtly turn readers into leads—while offering real value.
– Host short, inspiring webinars: Highlight a role from a new angle, invite an employee to share their story, or open the door to a behind-the-scenes project. Keep the tone informal and focused on experience-sharing. It’s about sparking curiosity and building interest—without pitching a role.
Get a head start on fall hiring—by planting seeds now
When September rolls around and everything speeds back up, you’ll be ready:
– Build a dedicated landing page: Something like “Thinking of a new role this fall?” on your careers site. A simple entry point where curious visitors can drop their info, CV, or subscribe to your updates.
– Offer a “Back-to-Work Kit” for curious candidates: In a PDF, email, or even IG stories, share your company goals, current projects, values, standout perks, or a simplified org chart of upcoming opportunities. It’s a subtle, engaging way to spark interest.
– Leverage your best ambassadors: Your current employees! Invite loyal team members to share what keeps them motivated and why they’d recommend your company. Their voice will always resonate more than a polished corporate pitch.
Final thought: Could summer be your secret recruitment weapon?
“Hiring without hiring” is a powerful HR strategy. It recognizes that big decisions often take root in quiet moments—on a hiking trail, under a hammock, during a reflective pause. It positions your company as forward-thinking, caring, and in tune with real career journeys.
By sharing in a subtle, human, and non-salesy way, your employer brand becomes not just visible—but meaningful. Those who are quietly thinking about a change will remember you as the company that showed up even when there wasn’t a job to fill.
What you plant now, you’ll reap in the fall: better visibility, stronger emotional connection, and a reputation that sticks.