Previous research has demonstrated that earlier applicants within the graduate recruitment year tend to be more capable performers (e.g. Bywater, 2005). This study examines whether this pattern remains, years later, and whether or not it can be found when using different assessments. Data were collected from over 13,000 graduates applying for jobs; they completed personality, numerical, verbal and logical assessments online in UK English. UK data were chosen to ensure consistency of experience of academic year and of seasons across the majority of applicants. Significant differences were seen across the year and between seasons. Staring in Autumn and ending in late Summer, the aptitude scores declined; additionally, the personality traits of Openness to Experience, Conscientiousness, Emotional Stability, Agreeableness and Extraversion also declined across the year. Although the study design does not allow seasonality to be ruled out as a potential cause of variation; we believe the results to be a result of the typical UK graduate recruitment cycle, where students leave education in Summer. Candidates with more desirable traits and aptitudes are selected earlier, leaving the candidate pool later in the selection year with less of these attributes. By the time of the ITC conference, we will have conducted analysis on data from countries with differently timed seasons and academic years to see if the same pattern holds true irrespective of country, culture and climatic seasonal variation. The results have implications for both employers and psychometric developers. If standardisation samples, validation studies or cut-scores are developed from data gathered during a limited time period, this may have unexpected consequences: the success criteria may be a poor match for candidates applying at another time of the year.