NU Concept Blogs

January sees a sharp increase in job seeker activity, often driven by New Year’s resolutions. According to Glassdoor findings there are 17% more job applications started in January in the UK than in the average month. This means HR teams need to scale their initial screening processes. 

For employers, this surge represents both an opportunity and a risk. While talent availability increases, competition for the strongest candidates intensifies, particularly in specialist tech roles where demand continues to outstrip supply. Preparation, rather than volume alone, is what separates successful Q1 hiring from costly delays.

How companies can streamline their hiring process

Companies can streamline their hiring process to make the most of the influx of candidates in many ways. With application volumes set to swell, the priority shifts to speed and quality of experience. 

January’s candidates are motivated, organised, and comparing employers. A slow or unclear process can damage the employer brand and result in candidates disengaging before interviews even start.

The average time to hire for a UK organisation can stretch to eight weeks, according to findings from Talos360. This delay risks losing top talent. Companies must streamline the hiring process now.

In a market where tech professionals often receive many offers, reducing friction at each stage of the hiring journey can improve acceptance rates and long-term retention.

Implement AI tools: Applicant Tracking Systems (ATS) and AI screening tools can help manage high volume, but ensure your processes are fair and focused on skills.

Prioritise candidate experience: Fast, clear, and personalised communication is non-negotiable. Utilise video interviewing for early-stage screening to speed up time-to-hire and improve the candidate journey. A positive experience increases the likelihood they’ll recommend your company to others.

Optimise internal referral programmes: Promote and incentivise your employee referral scheme early. Referred candidates are often onboarded faster, have higher retention rates, and the source is already pre-vetted by an employee. 

Assign dedicated hiring leads: For high-priority tech roles, assign a single, senior hiring manager or HR partner as the definitive decision-maker. This eliminates delays caused by circular feedback loops and ensures candidates have one clear point of contact throughout the process.

Use blind CV sorting: To manage the surge in CVs and reduce bias, remove identifying information (names, addresses, university details) from initial applications. Focus the first review stage on technical skills and relevant experience for the role, especially for those working on new areas of tech such as AI and automation.

Use automated technical assessments: Integrate specialised tools like coding challenges, scenario-based simulators, or AI-based screening platforms into your early stage of the funnel. These platforms can accurately test and score candidates’ core programming abilities, problem-solving skills, and domain-specific knowledge. 

Condense the interview pipeline: Limit the number of interview stages to three at most. For instance, combine a technical screen with an initial behavioural interview, or replace a multi-person panel with a single, intensive two-hour assessment that covers technical aptitude and cultural fit.

Where possible, remember to:

• Block out interview slots in advance to avoid delays
• Set aside time for prompt feedback and decision-making
• Share clear timelines with candidates upfront to manage expectations

Rapid offers: Prepare flexible offer templates and establish pre-approved salary ranges. Once a hiring decision is made, deliver the written job offer within 24 hours. This speed is critical for securing top talent, who are often managing multiple advanced applications during the Q1 hiring peak.

HR team readiness checklist

A surge in candidates only helps if your internal processes are ready to handle it. This checklist helps HR teams move faster without sacrificing quality.

Review and optimise job descriptions (JDs)

Ensure JDs reflect current market requirements, focusing on essential skills and certifications over rigid qualifications. Be transparent and advertise salary bands where possible. Clear, skills-led job descriptions attract more relevant applicants and reduce screening time, particularly in specialist and emerging tech areas.

Finalise budget and approval flows

Work with finance now to pre-approve salary bands and headcount plans. A Q1 hiring slowdown is often caused by waiting for financial sign-off. Pre-approved ranges also give hiring managers the confidence to move on offers, reducing the risk of losing strong candidates to faster-moving competitors.

Prepare pre-screening assets

Develop standardised interview kits, skills-based assessments, and scoring templates to ensure consistency and speed up evaluation. This keeps interviewers aligned and ensures every candidate is assessed fairly against the same role requirements.

Strengthen your onboarding plan

A structured, welcoming, and digitally enabled onboarding process is key to retention. In 2026, retention begins before Day 1. Early engagement, from contract signing to first-week onboarding, plays a role in reducing early attrition and building long-term commitment.

Identify the right recruitment partner

A recruitment partner can help you hire smarter and faster. NU Concept Solutions provides targeted support for hiring managers. Consultants bring hands-on experience from the ERP space, digital transformation projects and cloud computing to help clients move fast from vacancy to placement.

Take the stress out of hiring in 2026

Work with NU Concept Solutions to fill critical tech roles fast, secure the best pre-vetted candidates, and reduce delays in your hiring process.