{"id":4960,"date":"2026-06-26T08:09:00","date_gmt":"2026-06-26T06:09:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=4960"},"modified":"2026-06-03T13:04:17","modified_gmt":"2026-06-03T11:04:17","slug":"rekrytera-nu-inte-i-september","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/rekrytera-nu-inte-i-september\/","title":{"rendered":"Recruit now. Not in September."},"content":{"rendered":"
\n

Every year, around the middle of September, the phone starts ringing a little more.
CEOs and managers, asking the same question: 'We need to hire for the autumn \u2014 how quickly can it happen?'

And every year, the answer is the same. Not quickly enough, even if you start now.
It is not an answer I enjoy giving. But it is an honest one. And honesty is the only thing I can offer.<\/p>\n\n\n\n

Why does everyone start too late?
It is not laziness. It is not lack of interest. It is something more fundamental \u2014 recruitment feels abstract until the need becomes urgent.

As long as the seat is empty but nobody is shouting about it, something else will always take priority. The urgent beats the important. And recruitment ends up in the 'we'll get to it when we have time' category.
The problem is that there is never enough time. And recruitment takes the time it takes \u2014 regardless of how much of a hurry you are in.<\/p>\n\n\n\n

What does it actually involve?<\/p>\n\n\n\n

A well-run recruitment process looks roughly like this:<\/p>\n\n\n\n

    \n
  1. Kravprofil<\/a> och briefing \u2013 1 vecka<\/li>\n\n\n\n
  2. Search and initial screening \u2014 2\u20133 weeks<\/li>\n\n\n\n
  3. Interviews and assessment \u2014 2 weeks<\/li>\n\n\n\n
  4. Reference checks and decision \u2014 1 week<\/li>\n\n\n\n
  5. Negotiation and contract \u2014 1 week<\/li>\n\n\n\n
  6. Notice period at the candidate's current employer \u2014 1\u20133 months<\/li>\n<\/ol>\n\n\n\n

    Add it up. Then factor in the summer \u2014 candidates are hard to reach, managers are on holiday, and decision-makers are away.<\/p>\n\n\n\n

    Want the right person in place by October? Start in June.<\/p>\n\n\n\n

    This is not about rushing \u2014 it is about planning<\/p>\n\n\n\n

    I am not trying to alarm you. I am trying to help you avoid the stress of starting too late.

    A recruitment process that starts with enough time is one you can do properly. You have time to rule out the wrong candidates. You have time to carry out a thorough assessment. You have time to check references the way they deserve.

    A recruitment process that starts too late is a compromise. And compromises in recruitment are costly \u2014 often far more so than whatever time you thought you were saving.<\/p>\n\n\n\n

    What you should do now<\/p>\n\n\n\n

    Ask yourself three questions today:
    \u2022\tWhich roles need to be filled before Q4 begins?
    \u2022\tHave we defined what we are actually looking for \u2014 or are we hoping the right person will make themselves obvious?
    \u2022\tDo we have a recruitment process that genuinely finds the right person, or are we relying on gut feeling and CV reviews?<\/p>\n\n\n\n

    If you cannot answer all three with confidence, it is time to have that conversation now.<\/p>\n\n\n\n

    If you have thoughts, questions, or simply want to talk something through \u2014 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

    \"\"<\/figure>\n\n\n\n

    Magdalena Hagstr\u00f6m St\u00e5hl
    By M Consulting AB

    Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>\n\n\n\n

    <\/p>","protected":false},"excerpt":{"rendered":"

    Everyone wants the right person in place by September. Few understand that the process needs to start now. A recruitment takes 6\u201312 weeks \u2014 and summer isn't a reason to wait. It's the reason to start.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[13],"tags":[],"class_list":["post-4960","post","type-post","status-publish","format-standard","hentry","category-rekrytering"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4960","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=4960"}],"version-history":[{"count":2,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4960\/revisions"}],"predecessor-version":[{"id":4964,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/4960\/revisions\/4964"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=4960"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=4960"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=4960"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}