While employers eat Easter eggs, job seekers are looking for work
Most companies put their recruitment on hold during Easter. Candidates don’t.
Statistics from Finn.no show that the holidays around Easter, Christmas, and summer are peak times for job hunting. That’s when people have the peace of mind to consider major decisions like changing jobs. In other words: just when your job posting is drowning in silence, your candidate is most receptive.
It’s a paradox many companies fail to capitalize on.
What actually happens during Easter?
While decision-makers are on their holidays, potential applicants are sitting and scrolling through job postings. They have time to read carefully, think things through, and actually submit an application. Competition for their attention is lower than ever, because most other employers have put their recruitment on hold.
An ad published just before Easter—or kept active throughout the holiday—can therefore reach more people than one published during a busy workweek.
Timing isn’t just about reaching someone, but about reaching them at the right time
If you want to have a new employee on board by August, April is the perfect time to start the recruitment process. With a three-month notice period and the desire for a few weeks of vacation before starting, the time margins are tighter than most people think.
If you wait until after Easter to start, you risk not having the candidate in place until well into the fall.
What should you do?
Don’t put your recruitment efforts on hold during the holidays. An active job posting, a simple automated response to applicants, and a clear plan for follow-up after Easter are often enough to take advantage of this window of opportunity. You don’t need to work over Easter, but you should keep your posting live while others are on break.
The best candidates don’t just consider changing jobs in January. They also do so when they finally have time to think.
Why you aren’t getting the best candidates—and what you can do about it
Most job ads are written to describe a job. The best ones are written to win over a candidate.
That’s a big difference.
In 2026, the candidate market is demanding. The very best aren’t actively searching; they’re evaluating. And they evaluate you just as you evaluate them. The job ad is the first meeting—and often the decisive one.
Start with the job analysis, not the ad
One of the most common mistakes companies make is writing the ad before they actually know what they’re looking for. A thorough job analysis is the foundation. What are the actual job duties? What does the role really require in terms of skills and experience? What kind of person thrives and succeeds in this position? And what can you offer?
The answers to these questions are the raw material for a good ad. Without them, the ad becomes vague, and a vague ad attracts the wrong candidates.
Job Title: Underestimated and Crucial
Many people use the internal job title directly in the ad. This is often a mistake. The job title in the ad doesn’t have to be identical to what’s in the employment contract, but it must reflect what the position actually entails, and it must use the language candidates are searching for.
A technical manager advertised as a “resource coordinator” will be overlooked. An experienced salesperson sought under the title “business developer” may attract the wrong profile. The wrong title causes good candidates to scroll past without reading further. That is a costly mistake.
The ad should sell more than just the position
A good job ad sells three things: the job, the company, and the culture.
Candidates want to know what they’re getting into, who they’ll be working with, and what kind of environment they’ll be part of. Culture and work environment aren’t just window dressing in a job ad; they’re often what determines whether the right person actually applies. Good candidates have options, and they choose employers who communicate clearly and credibly about who they are.
Don’t write that you have a “great work environment and engaged colleagues.” Describe what actually defines day-to-day life. What is the pace like? What does the team value? What is the management philosophy? Concrete and honest descriptions build trust, and trust attracts the right people.
What distinguishes a good ad from a bad one?
A bad job posting is all about the company. A good job posting is all about the candidate.
Many job postings are filled with requirements, titles, and tasks, but say little about what the right person will actually get: challenges, growth, colleagues, and purpose. The candidate asks themselves, “Why should I apply here?” and can’t find the answer.
The most common mistakes
The list of requirements is too long. Distinguish between what is actually necessary and what is a plus. Too strict requirements scare away good candidates who could do an excellent job.
The language is too generic. “Exciting opportunity” and “dynamic environment” say nothing. Be specific: what are you actually offering?
The application process is too cumbersome. A good ad can be ruined by a poor application process. The fewer clicks, the more applicants.
Length and format
A job ad should be long enough to give the candidate a solid basis for making a decision, but short enough that they actually read it. Somewhere between 500 and 800 words is often just right. Structure and readability matter just as much as content.
Write to one person, not to everyone. Think about who you actually want to reach, and write directly to that person.
We help you write ads that work
At Sperton, we always start with a job analysis. This gives us the foundation to write ads that attract the right candidate, convey the right message, and represent the company in a credible and attractive way.
Would you like help writing an ad that actually delivers?
Contact Erik at emg@sperton.com for a no-obligation chat.