September Is Coming: Is Your Business Ready for the New Working Season?

August is still here, but September is already around the corner.

For many companies, this means moving away from the slower summer pace and returning to a more active business season - new projects, more responsibilities, open positions and plans that need to be delivered before the end of the year.

That is why September can be seen as a kind of “second January” for businesses. It is a time when teams come together again, priorities are reassessed, and companies get a clearer picture of the resources they have and what they may still need.

But there is one important question:

Is your team ready for what is ahead?

If certain positions have remained vacant during the summer, employees have taken on additional responsibilities, or projects have been postponed until autumn, now is a good time to address these issues.

Because preparation for the final quarter of the year starts as early as September.

What should HR teams review after the summer?

Returning from holiday is a good opportunity not only to get back into the usual work rhythm, but also to take a step back and reassess.

Before the more active autumn period begins, companies can ask themselves a few practical questions.

• Which positions are still open?

If a position has been open since spring and there is still no new hire, it may be time to reconsider the approach. Are the requirements realistic? Is the salary competitive? Is the job advertisement reaching the right candidates?

• Which teams are under the most pressure?

The absence of one employee can sometimes be temporarily covered by the rest of the team. However, when this continues for months, the additional workload can lead to lower motivation, reduced productivity and, ultimately, further employee turnover.

• What are the plans for the final quarter?

A new project, seasonal increase in workload, business expansion or preparation for a busier period – all of these changes may require additional workforce capacity.

The earlier the need is identified, the more options a company has to respond calmly rather than searching for someone at the last minute.

Don't wait until the need becomes urgent

One of the most common mistakes in workforce planning is starting the recruitment process only when the lack of an employee has already become a serious issue.

In reality, there are several steps between deciding “we need someone” and having that person actually start – preparing and publishing the job advertisement, reaching the right candidates, screening applications, conducting interviews, making an offer, managing notice periods and onboarding the new employee.

This means that if a company needs someone to start in October, beginning the search in October may already be too late.

Good workforce planning does not mean hiring people in advance without a clear reason. It means identifying the need early enough and giving the business enough time to make the right decision.

What is the cost of an unfilled position?

When discussing a new hire, the conversation often starts with one question:

“Do we have the budget for another employee?”

But there is another question worth asking:

“What is it costing us not to have this person?”

An unfilled position can mean additional workload for existing employees, delays in processes, lower productivity, missed opportunities or the inability to take on new clients and projects.

In some cases, the cost of leaving a position unfilled can be higher than the cost of filling it.

That is why workforce planning should be part of not only the HR strategy, but also the overall business planning process.

Preparation for Q4 starts in September

The final quarter of the year begins in October, but good preparation starts earlier.

September is a good time for companies to look not only at what lies ahead, but also at what the first nine months of the year have shown them.

• Which positions have been the hardest to fill?

• Where has recruitment taken longer than expected?

• Which teams have needed the most support?

• Are there functions that could benefit from external support?

The answers can help companies plan the final months of the year more realistically and give them enough time to respond to changing workforce needs.

Sometimes, the solution is not necessarily a permanent hire.

When there is a seasonal or temporary need for additional employees, temporary staffing can provide businesses with greater flexibility. When several positions need to be filled at the same time, an external recruitment partner can take over part or all of the process, allowing the internal HR team to focus on other strategic priorities.

When does it make sense to work with an external recruitment partner?

There is no one-size-fits-all answer. However, external support can be particularly useful when:

• you want to reach a different pool of candidates – especially if your own job advertisements keep attracting the same applicants and the candidate pool is not expanding;

• you want to save time – instead of having the internal HR team spend hours reviewing CVs, conducting initial calls and coordinating the process, part of the recruitment process can be handled externally;

• the costs of advertising and reaching candidates are starting to add up – multiple job postings, paid campaigns and different recruitment channels do not always result in more suitable candidates. In some cases, working with an external partner can be a more efficient option;

• a position has been open longer than expected – even when it is not considered particularly difficult to fill;

• the HR team has other priorities and does not have enough time for active recruitment;

• several positions need to be filled at the same time and internal resources are limited;

• a faster response is needed due to an unexpected vacancy or an increase in workload;

• you want a clearer view of the market and the candidates you can reach beyond your usual recruitment channels.

The goal is not to replace the internal HR team, but to provide additional support where it is needed most.

September is a time for decisions, not just a return from holiday

The new working season is an opportunity for companies to take a step back and look at the bigger picture.

Not simply:

“How many people do we need?”

But:

“What kind of team do we need to achieve our goals by the end of the year?”

This shift in focus can turn recruitment from a reaction to an immediate problem into a part of strategic workforce planning.

September is a good time to assess whether you have the right people, in the right positions, with the capacity needed for what lies ahead.

Because a successful final quarter rarely starts at the last minute.

It starts with good preparation.

If you are planning to expand your team, need support with mass recruitment, temporary staffing or finding the right specialists, the Trenkwalder team is here to help you plan your next step.