When hiring picks up, the immediate priority is getting the right people in place. There are applications to review, interviews to coordinate, and managers who need help now.
But those busy weeks also give you something valuable: a clearer view of what your team needs to succeed.
Which skills mattered most? Where did new hires need more support? Which steps helped you make decisions, and which created delays?
You don’t have to wait until the season ends to start collecting those answers. What you learn now can help shape a more focused hiring and development plan for 2027.
A job description is a starting point. Watching someone do the work can reveal details that deserve more attention in your next hiring cycle.
A customer service role might require navigating several systems while resolving a difficult conversation. An administrative position might depend on spreadsheet accuracy more than expected. A warehouse role might involve following written instructions alongside meeting productivity expectations.
Ask managers:
- Which tasks have required the most coaching?
- What did successful new hires know how to do when they started?
- Were any important responsibilities missing from the job description?
Use those answers to update the role’s must-have skills. Then review whether your screening process gives candidates a relevant opportunity to demonstrate them.
Your 2027 takeaway: Build your hiring criteria around the work people actually perform.
Think about the questions that remained unanswered when you made an offer.
Did you know whether the candidate could use the required software? Handle a realistic customer scenario? Complete detail-oriented work accurately?
If those questions only became clear after someone started, there may be an opportunity to strengthen your evaluation process.
For example, if new hires repeatedly struggle with spreadsheet tasks, review whether your current screening addresses the specific functions the job requires. If written communication is a challenge, consider how you evaluate the writing employees will actually do.
The goal is to gather useful information before making the decision. Choose assessments that relate to the role, and consider results alongside interviews, experience, and other relevant evidence.
Your 2027 takeaway: Identify the information your hiring team needs before adding or changing an assessment.
When a new employee struggles, take a closer look at the cause.
Was a required skill missing at the time of hire? Or did the employee need clearer instructions, more practice, or better access to support?
Company-specific systems and procedures will often require training. Other skills may need to be present from day one. Defining that distinction helps you set more realistic expectations for both candidates and managers.
Review:
- What employees should already know when they arrive.
- What your team can reasonably teach during onboarding.
- Where existing employees could benefit from additional development.
Your 2027 takeaway: Use this season’s experience to improve both candidate evaluation and employee development.
Hiring delays are worth reviewing while the details are fresh.
Were managers unclear about what they needed? Did candidates wait too long for the next step? Were interviewers asking similar questions without resolving the team’s concerns?
Walk through the process from application to offer. Identify where decisions stalled and what information would have helped move them forward.
If assessments are part of your process, review their timing, relevance, and instructions. Each step should have a clear purpose, and the people making decisions should understand how to use the information it provides.
Your 2027 takeaway: Give every evaluation step a specific role in the hiring decision.
You don’t need a lengthy report to make this useful.
Start with one role and a short conversation with the hiring manager. Record what worked, what was missing, and one change to make before hiring for that position again.
As the season continues, revisit those observations. Early impressions may change as employees gain experience and receive training.
Even if you aren’t hiring seasonal employees, a recent hire or busy period can provide the same starting point.
Your 2027 takeaway: Turn observations into a short list of actions, owners, and review dates.
Choose a position you expect to hire for again. Confirm its responsibilities, identify the skills that matter most, and review how you currently evaluate them.
Our Seasonal Hiring Role Checklist can help organize that conversation. For broader planning, use our Q4 Hiring Planning Workbook to begin mapping future hiring needs and priorities.
Want help reviewing your assessment approach? Book a free consultation with Michelle at Talevation to discuss what you’re learning this season- and how to apply it to your 2027 team.
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