5 Costly Mistakes to Avoid in Q1 Recruitment
(and How to Dodge Them)
EOFY might be done and dusted, but many businesses are still stuck making slow, reactive hiring decisions that could cost them dearly in FY25. Whether you’re gearing up to grow, backfilling a key role, or shifting your structure, here are five classic mistakes we see every Q1 and how to get ahead of them.
1. Waiting Too Long to Start Hiring
- Why It Hurts
- Top performers who waited for bonuses are already snapped up
- Competitors are miles ahead in interviews
- You lose 4–8 weeks before even shortlisting
2. Ignoring What Your EOFY Reviews Told You
- Why It Backfires
- You risk holding onto roles (or people) that don’t align with your FY25 goals
- Key staff get stretched & team performance dips
- Morale drops when problems raised in reviews go unaddressed
- Why It Slows You Down
- Projects get delayed waiting for the ‘right’ permanent hire
- Resignations can catch you off guard and leave teams stretched.
- You miss low-risk ways to test new functions or structures
4. Starting Without a Clear Game Plan
- Where Things Go Wrong
- Top candidates drop off due to clunky or slow processes
- Misalignment internally leads to confusion and poor hires
- You waste time revisiting the same role over and over
5. Holding Out for a Unicorn
- Why It’s a Trap
- The ideal candidate probably isn’t job-hunting
- The search drags on, budget pressures rise
- Your team stalls while waiting for someone who may not exist
When is the best time to hire after EOFY in Australia?
Early Q1 is ideal. This is when top performers re-enter the market after receiving bonuses or wrapping up projects. Waiting too long means more competition and fewer high-quality candidates to choose from.
Are top candidates really looking for jobs straight after EOFY?
Yes. Many candidates plan their move around bonus payouts or project completions. The few weeks after EOFY are often the busiest period for talent movement across key industries in Australia.
Is it risky to wait until later in Q1 to hire?
It can be. The longer you wait the smaller the talent pool becomes. Salary expectations rise demand intensifies and business momentum can stall while roles remain unfilled.
Why should we consider temp or contract talent in Q1?
Temp and contract hires keep things moving while you recruit for permanent roles. They’re ideal for project-based work covering leave or trialling new functions without long-term commitment.
How can I improve our hiring strategy for FY25?
Start with a clear plan. Define what you need align your internal stakeholders and engage a recruiter early. At Elements we help businesses across Western Sydney and NSW build teams that support long-term growth not just short-term fixes.
What roles are most in demand in Q1 across Western Sydney?
We’re seeing high demand for talent in customer service accounting support HR supply chain and business support. Temp-to-perm and contract-ready candidates are moving quickly so early engagement is key.
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