In the first of a regular new feature, Dean Bartle, Director of Better Placed, takes a quarterly look at the region’s recruitment market.
In our first quarterly review of 2025, we can report that the recruitment landscape is showing slight improvement compared to the same period last year.
There are more active job opportunities in the market – a positive indicator – though challenges persist. Candidates are experiencing extended decision-making processes, shifting requirements and sometimes undefined recruitment processors.
While redundancies continue to impact the candidate market, certain sectors remain buoyant. For businesses seeking talent in high-demand areas, competition remains fierce. This mixed landscape is not unexpected as we navigate ongoing economic uncertainty and geopolitical complexities.
Key Market Dynamics in Q1 2025
1. High-Demand Talent Profiles
Over the past 18 months, we’ve observed increasing demand for “growth” candidates – professionals with commercial expertise in attracting, engaging and retaining customers. These roles are particularly prevalent in scale-up businesses and direct-to-consumer (D2C) companies.
Other consistently sought-after candidates include:
- Paid media specialists across all sectors and locations as businesses optimise budgets for maximum ROI
- Category management expertise in consumer packaged goods
- Experienced sales professionals
- C-suite executives, with investment beginning to improve at this level
It’s worth noting that successfully recruiting for these positions typically requires offering flexibility and remote working options.
2. The Evolution of Workplace Models
Five years after the first national lockdown forced 50% of the UK workforce into remote working, approximately 40% of employees continue to incorporate remote work into their weekly schedules. This has prompted ongoing evaluation of workplace dynamics and their future implications.
At Better Placed, we’ve observed significant variations in client policies:
- Some larger organizations have reinstated full-time office attendance requirements
- Others have reduced the number of permitted remote working days
- Most businesses maintain hybrid models, typically favouring 2-3 days of home working per week
This diversity in approaches reflects attempts to balance employee preferences with organisational objectives. While certain roles necessitate physical presence, most professional and managerial positions have successfully adapted to remote operations, expanding recruitment possibilities and enhancing inclusivity.
Organisations considering policy changes should proceed cautiously. Our data shows that hybrid policies usually attract a broader candidate pool, while stricter office attendance requirements can lead to increased staff turnover. Roles requiring full-time office presence have experienced a significant increase in time to hire and can reduce candidate quality and availability.
3. Equity, Diversity & Inclusion: A Pivotal Moment
Q1 has revealed shifts in the ED&I landscape. Globally, some high-profile businesses are scaling back their ED&I functions, prompting discussion about long-term commitment to inclusive workplace creation.
In the UK, however, ED&I continues to be recognised not just as a moral imperative but as a driver of innovation, performance, and talent retention.
Better Placed remains deeply invested in supporting clients through this evolving terrain. Our partnership with GroceryAid enhances our understanding of challenges facing today’s workforce – from wellbeing and financial resilience to representation and access. This insight enables us to better advise partners on building inclusive cultures that resonate with current and future talent pools.
For us, ED&I isn’t a passing trend but the foundation of sustainable recruitment.
4. Optimising Recruitment Processes
In today’s competitive market, refining recruitment processes is essential for identifying and securing top talent. Based on our observations, we recommend the following practices:
Organise Early
- Ensure roles are approved before beginning the recruitment process
- Clearly define your recruitment strategy, including number of interviews, required stakeholders, diary coordination and number of interviews and format (in-person or virtual)
Develop Comprehensive Job Descriptions
- Invest time in creating detailed role profiles that align with expectations and required qualifications
Remember Recruitment is Reciprocal
- As much as candidates need to impress you, you must also sell your organisation and the role
- Provide prompt and realistic feedback to maintain momentum with preferred candidates
Consider Exclusive Partnerships
- Working exclusively with a trusted recruitment partner can offer numerous benefits, enhancing both the process and outcomes.
Looking Ahead
As we move through 2025, staying attuned to these market dynamics will be crucial for organizations looking to attract and retain top talent. At Better Placed, we remain committed to providing insights and support to navigate this complex landscape.
For more detailed information or to discuss your specific recruitment needs, please contact Dean Bartle, Director at Better Placed.
