January has a way of arriving as fast as a winter storm. Bringing fresh budgets, new goals, and renewed pressure to hire, retain, and engage employees. For HR managers and business owners, the work you do before the calendar flips can set the tone for the entire year. A little strategic planning now can save you from scrambling later.
Here are six ways to prepare for January and ensure 2026 has a strong start.
1. Plan Ahead for Recruiting Needs
Before year-end distractions take over, take a hard look at your workforce. Review anticipated openings due to growth, retirements, or turnover, and identify roles that historically take longer to fill. January is often a competitive hiring season, so having job descriptions updated, salary ranges reviewed, and hiring timelines mapped out gives you a major advantage.
Partnering with a staffing firm early also allows time to discuss market conditions, candidate availability, and realistic expectations—before urgency drives rushed decisions.
2. Start Conversations Around Employer Branding
Your employer brand plays a larger role in hiring than many organizations realize. Candidates are researching your company long before they apply, and January job seekers are especially intentional. Review what your website, job postings, and social media say about your culture, leadership, and growth opportunities.
Now is the time to ask:
- Does our messaging reflect who we truly are?
- Are we clearly communicating our values and benefits?
- Would we want to apply here?
Small updates to language, visuals, and employee testimonials can make a meaningful difference in applicant quality.
3. Gather Feedback on Internal Hiring Processes
The end of the year is an ideal moment to reflect on what worked and what didn’t. Talk with hiring managers about bottlenecks, communication gaps, and pain points in your recruiting process. Review time-to-fill metrics, candidate drop-off points, and onboarding feedback from recent hires.
Streamlining approvals, clarifying decision-makers, and tightening interview timelines can dramatically improve hiring outcomes once January demand increases.
4. Support Employees Through the Review Process
Performance reviews can be stressful for both managers and employees, yet they’re a necessary touchpoint for recognition and growth. Ensure managers are equipped with clear guidelines, talking points, and expectations so reviews feel consistent and constructive.
Encourage conversations that go beyond performance metrics to include career development, training needs, and future goals. Employees who feel seen and supported during reviews are far more likely to stay—and grow—with your organization in the new year.
5. Prepare for Retention, Not Just Hiring
January often brings a spike in resignations. Use this time to identify key employees, assess engagement levels, and address potential burnout. Simple actions like revisiting workload balance, offering flexibility where possible, or communicating upcoming initiatives can go a long way toward retaining talent.
Retention planning should be just as intentional as recruitment planning, especially if your company or even you industry has experienced lay-offs recently.
6. Align People Strategy with Business Goals
Finally, make sure HR initiatives align with broader business objectives. Whether growth, restructuring, or process improvement is on the horizon, your workforce plan should support those goals from day one.
When HR, leadership, and recruiting partners are aligned early, January becomes a launch point not a pressure point.
Preparing now allows you to enter the new year with clarity, confidence, and momentum. And if you’re looking for insight into hiring trends, candidate availability, or workforce planning, a staffing partner, like Westphal Staffing, can help ensure your January is successful. Let’s talk. 715-845-5569