Why to keep the job hunt going at Christmas time

December 20, 2017

Here are just a few reasons not to quit the job search leading up to Christmas.

For one thing, if there’s a role open, there’s a person in the company looking to fill it, no matter what time of the year. People don’t magically cease hiring towards the end of the year despite popular belief. In fact, most companies would rather interview and place a person who will be ready to start in the new year. This ensures they are prepared for the year to come.

Secondly, it’s at this time of the year you can get ahead of the game. A lot of people prefer to stop their job search at this time which means there is less competition. You’ll also beat the influx of people who begin applying again around January. January is a month saturated with job seekers, it’s better not to get lost in the crowd.

Thirdly, it’s often easier to get a hold of people around the end of the year because projects are usually coming to an end and everyone is trying to wrap their work up. This means, they’re not too preoccupied and will feel more comfortable juggling a few more tasks, such as interviewing you.

Lastly, don’t lose momentum. If you put the job hunt on pause, even for a month, it’ll be harder to get back into it come January. And as mentioned it’s harder than ever in January to stand out amongst all other applications.

Christmas is also a great time to network, and whilst this may just be one part of the job search, a season's greetings message or InMail might help you get onto people’s radars. If you organise to catch up with someone as things quiet down, you never know what progress could happen in your job search.

Happy Holidays!

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How to Retain Top Tech Talent in a Competitive Market

By Mimi Petrakis • May 5, 2026

In today’s competitive hiring landscape, attracting talent is only half the challenge ; retaining top tech talent is where organisations gain a true advantage. With demand continuing to outpace supply across areas like AI, cybersecurity, and cloud, businesses must focus on creating environments where employees choose to stay and grow. 1. Offer More Than Just Salary While competitive pay remains important, it’s no longer the primary driver of retention. Tech professionals are increasingly prioritising flexible work arrangements , meaningful projects, and career progression. Organisations that offer hybrid work, clear development pathways, and exposure to innovative technologies are more likely to retain high performers. 2. Invest in Career Development Lack of growth is one of the leading reasons employees leave. Providing access to training, certifications, and internal mobility opportunities helps keep employees engaged and future-focused. Upskilling not only benefits the individual but also strengthens overall organisational capability. 3. Build a Strong Workplace Culture Retention is closely linked to culture and leadership. Teams that feel supported, recognised, and aligned to a clear purpose are more engaged and less likely to leave. Managers play a critical role in fostering open communication, feedback, and trust. 4. Prioritise Employee Experience From onboarding through to ongoing engagement, the employee experience should be intentional. Regular check-ins, recognition programs, and clear performance expectations all contribute to higher retention. This year, successful organisations are those that take a proactive, people-first approach to retention, balancing commercial outcomes with employee needs. At Peoplebank, we work with organisations to not only attract top tech talent, but to build strategies that help retain them long-term. Get in touch to find out more !