Keeping your recruitment pipeline humming during the lazy days of summer can feel like a juggling act—between team members taking well-deserved PTO and candidates fitting interviews around beach trips, it’s easy for momentum to stall. But with a few creative tweaks to your process, you can keep things moving without burning out your team or making candidates chase unavailable panelists.
1. Leverage One-Way Video Interviews
Summer schedules can be all over the place, so give your team and candidates scheduling freedom:
Record once: Have available panelists film their key questions using a one-way video tool such as Willo or Spark Hire.
Respond anytime: Candidates record their answers on their own time—whether they’re sipping iced tea on a patio or between errands.
Catch up later: Panelists who were off can jump into the platform, watch the clips, and score responses when they return.
This approach means you never wait for one person to line up calendars and candidates get a frictionless experience.
When key subject-matter experts are out, don’t let vital feedback slip through the cracks:
Identify stand-ins: Choose two to three trusted colleagues from related teams who understand the role’s core competencies.
Prep them in advance: Share your interview plan, scorecard, and any role background so they’re ready to ask the right questions.
Rotate fairly: Keep a list of who’s covered which question to ensure consistent feedback.
This backup network keeps your panel robust without overloading the same few interviewers.
Finding a four-person block in everyone’s summer calendar is tough. Try instead:
Two 15-minute interviews: Pair candidates with two available interviewers in rapid-fire sessions.
Focus on core skills: Each interviewer hones in on a subset of competencies—technical skills in one session, culture fit in the other.
Compile notes centrally: Funnel feedback into a shared document so you still get a full-panel perspective.
You cover all bases in half the time and minimize calendar ping-pong.
Sometimes the best way to evaluate talent is by letting them do the work:
Design a relevant task: A bite-sized coding challenge, writing sample, or case study that reflects daily responsibilities.
Upload and assess: Candidates complete tests on their schedule and upload deliverables to a shared drive or platform.
Review post-PTO: Busy or out-of-office panelists can grade or comment as soon as they’re back.
This gives candidates a chance to shine and lets you evaluate real-world skills without any rush.
When certain queries just can’t wait for the SME’s return, build them into your standard evaluation framework:
Add “must-ask” prompts: Tag the questions that need expert insight in your shared scorecard.
Delegate asking: Any interviewer present can pose these prompts and capture answers verbatim.
Flag for later: The SME reviews recorded responses and provides input once they’re back.
This way, you collect the data you need now and get specialized insight later—no candidate follow-ups required.
Summer doesn’t have to slow your hiring engine. By embracing flexible interview formats, backup panelists, bite-sized interviews, skills assessments, and a smart scorecard, you can keep filling roles even when calendars are full of vacation plans. A little creativity goes a long way toward maintaining candidate experience and making sure your team never misses a beat—whether they’re in the office or lounging by the pool. For more tips on creating a more effective recruitment environment, take a look at our insights page.
Happy hiring!