Hiring across Asia means navigating different job market rhythms — and one of the most critical but often overlooked aspects is understanding when candidates are most likely to switch jobs. If your company is expanding into Asia or already managing distributed teams in the region, knowing the right timing for recruitment can give you a strong competitive edge.

The “Job Switching Season” in Asia

In many Asian countries, job transitions tend to cluster around specific times of the year. These patterns are shaped by a combination of cultural traditions, bonus cycles, and the structure of employment contracts.

Here’s what you need to know by country:

Taiwan

• Peak switching season: January to March
• Why? Many employees wait to receive their year-end bonuses — typically paid before Lunar New Year — before handing in their resignation.
• Implication: Job postings rise sharply post-Lunar New Year. If you’re hiring in Q1, plan ahead and post early to attract top talent before competitors.

Japan

• Peak switching season: March to April, and again in September
• Why? March marks the end of the fiscal year. April is the traditional start of the work and school year, making it a popular time for new beginnings.
• Implication: Job seekers are highly active in late Q1. It’s also when companies onboard new graduates.

Philippines

• Peak switching season: January and May
• Why? Many professionals wait for their 13th-month bonus (typically paid in December) before resigning. School graduations in March/April also drive fresh hiring in May.
• Implication: The best time to post new openings is immediately after bonus season ends.

Singapore

• Peak switching season: February to April
• Why? Like other Asian countries, employees tend to stay until after they receive their annual bonuses. Some also time exits around Chinese New Year.
• Implication: Start your recruitment planning before the bonus period ends — don’t wait for a flood of last-minute resignations.

Why This Matters for Global Teams

When hiring in Asia from abroad, misreading the timing can lead to:

• Lower application volume
• Delays in onboarding
• Losing talent to local competitors with faster hiring cycles

By aligning your hiring plan with regional job-switching trends, you:

• Increase applicant quality and volume
• Improve your chances of landing high-performing, culturally aligned talent
• Build stronger pipelines ahead of peak transition months

Takeaway: Build Your Calendar Around Local Rhythms

Don’t treat recruitment as a one-size-fits-all effort across countries. Instead, customize your approach based on:

• Bonus cycles
• National holidays
• Cultural expectations

Want to avoid losing talent to better-prepared competitors? Start planning at least 1–2 months before peak switching periods.

‍