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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

Clients

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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With a clear direction, straightforward application process and ongoing recommendations, we’ll provide you with the ultimate match-making service to help you find the right job, in the right company, with the right team. Learn more, view our current vacancies and upload your CV to register for upcoming roles too.

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Do you need to actually hire? January hiring strategy: how to start the year with the right people in the right roles

  • Michelle Denny
  • Dec 27, 2025
  • 3 min read

Updated: 17 hours ago

January has a certain energy about it. Diaries open, plans take shape and suddenly the conversations turn to growth, capacity and who is going to deliver it all.


For many businesses, that naturally leads to recruitment. But the best results come when hiring is treated as a strategy, not just a reaction to a vacancy.


Here are a few thoughtful steps that can help you begin the year with clarity, confidence and a plan that actually works.


A person working on a laptop at a round table, illustrating planning and creating a January hiring strategy.

Start with the business goal, not the vacancy


Before thinking about job titles, adverts or salaries, pause and ask one simple question:


What do we need to achieve this year?


Growth. Stability. Better service. Reduced pressure. Different projects. Each goal requires slightly different skills and personalities.


When recruitment starts with purpose, you tend to:


  • create clearer roles

  • avoid duplicating responsibilities

  • understand what “good” truly looks like

  • make better hiring decisions overall


It sounds obvious, but it’s the step most often skipped.


Map the pressure points in your January hiring strategy


Where are things currently feeling stretched?


  • Customer service response times

  • Management capacity

  • Technical knowledge

  • Admin and process

  • Sales follow-up

  • Compliance and accuracy


Sometimes the gap is skill-based. Sometimes it’s simply time. A January hiring strategy allows you to explore whether support staff, a new role or restructuring responsibilities might be the smartest option.


Be realistic about timelines


A thoughtful hire rarely happens overnight. Even straightforward roles can take:


  • 2–4 weeks to attract and shortlist

  • 1–2 weeks for interviews and decisions

  • 4–12 weeks for notice periods


That’s before onboarding begins.


Planning recruitment in January doesn’t mean “panic now”. It means giving yourself enough room to hire well, without rushing or compromising.


Think beyond the advert


A strong January hiring strategy includes more than writing a job post.

Consider:


  1. How you’ll assess candidates fairly

  2. What ‘must-haves’ and ‘teachables’ really are

  3. Who will be involved in interviews

  4. How you’ll communicate and keep candidates engaged

  5. What the first month will look like for your new starter


Clear, consistent processes reduce candidate drop-off and help everyone feel aligned.


Make the role attractive for the right reasons


Not every business can compete on big-city salaries, and that’s fine. Candidates look for more than money:


  • learning and development

  • sensible workload

  • flexibility where possible

  • supportive leadership

  • feeling valued


January is a good moment to check how your offer stacks up. Small improvements can make a genuine difference to retention.


Don’t forget onboarding


Recruitment success doesn’t end with an offer letter. A thoughtful onboarding plan helps new hires feel settled, confident and part of something from day one.


A few simple touches can help:


  • a clear first-week plan

  • introductions to key people

  • realistic expectations

  • regular check-ins

  • early feedback and encouragement


Good onboarding protects your investment and supports your culture.


When to get support


Some roles are straightforward to manage in-house. Others benefit from specialist help, especially where the market is competitive or the hire is business critical.


If you’re unsure where to begin, or simply prefer an experienced guide alongside you, that’s where MDR fits. Calm, transparent, straight-talking support so you can focus on running your business while the process is handled properly.


A steady start to the year


A January hiring strategy is really about preparation. Clarity. Fewer surprises. Better conversations. And the confidence that the right people are joining at the right time, for the right reasons.


If you’re planning your team for the year ahead and would value a sounding board or some structured guidance, we’re always happy to chat.


Here’s to building teams that support growth, protect wellbeing and make work feel that little bit easier...

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