Matthew Jeffery

⚖️ The TA Capacity Planning Guide. Created from interviews with 72 Heads of People & Talent, capturing 600+ data points. A strategic resource for TA and People leaders in tech who need to: - Understand recruiter productivity - Understand capacity calculation - Benchmark against peers - Prioritise where to invest (or defend) capacity What’s inside: - Benchmarks by Company Size Live reqs hires/rec/month sourcing mix tech / AI maturity - Tooling Trends + Automation ROI What's adopted, what’s working, and where time is actually saved - Top Bottlenecks The constraints holding most teams back - Strategic Plays for 2025 AI-native workflows, skills-first hiring, dynamic planning models 🎯 Want the full report ? Comment "CAP REPORT" and I'll share access

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The UK HR job market in 2025 is more complex than ever. We’re seeing fewer vacancies, sharper competition, and rising expectations on HR teams, all against a backdrop of economic pressures, regulatory change, and inconsistent adoption of AI. In my latest blog, I explore the greatest challenges reshaping HR recruitment today, and what they mean for employers, candidates, and consultants navigating this landscape. Link is in the comments, and leave your thoughts as well. #hrrecruitment

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Positive momentum in the UK job market! 📈 Recent data shows a clear improvement in employer confidence and hiring intentions across the UK. After a period of uncertainty, businesses are feeling more optimistic about the economy and are ready to invest in their people. Here are some key takeaways: • Confidence is on the rise: Employer confidence in the UK economy and in making new hires is at its highest point in over two years. • Hiring is bouncing back: The number of new job postings has shown modest but consistent growth, a signal of increasing activity. • Key sectors are thriving: The demand for talent remains strong in critical areas like tech, healthcare, green energy, and construction, driving opportunities and innovation. This positive shift is a great sign for both job seekers and businesses looking to grow. It highlights the resilience of the UK economy and the ongoing need for skilled professionals. #UKJobs #Recruitment #JobMarket #Hiring #Economy

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💬 Why are so many experienced executives looking for work, and finding it harder than expected to land their next role? Over the past few weeks, I’ve been speaking with a number of HR Directors and C-suite leaders who are currently on the market. Many have recently left roles, sometimes due to restructures, sometimes by choice, and they’re surprised at how long it’s taking to find the right next step. Here’s what I’m seeing in the market: 🔹 There are more leaders looking than jobs available In the past year, many organisations have restructured, merged, or reduced layers of leadership. That’s led to a real increase in the number of senior people looking for their next role at the same time, so competition is higher, even for those with excellent experience. 🔹 Hiring processes are taking longer Senior roles come with bigger decisions. There are more people involved, more expectations, and often more risk for the business. That means interviews can drag out across months, and sometimes roles get paused or changed mid-process. 🔹 Employers are asking for broader skill sets Companies are looking for leaders who can do more than just run a function. They want people who understand AI and technology, who can drive culture change, who have experience with ESG and diversity, and who can work across different parts of the business. That’s a tall order, and it means even strong candidates can get overlooked if their experience doesn’t tick every box. 🔹 Some roles aren’t clearly defined I’ve seen job ads for executive-level roles that are incredibly vague, or so broad that no one quite knows what success would look like. That creates confusion for candidates and can turn the right people away before they even apply. 🔹 Uncertainty is causing hesitation Even businesses with growth plans are being cautious. Economic uncertainty, global events, and internal reviews mean many organisations are holding off on hiring or only committing to short-term contracts and interim roles. As someone who specialises in HR recruitment, I want to reassure any leaders currently in this position: This is a tough market, not a reflection of your value. And for employers, there is outstanding senior talent available right now, ready to make a real impact. But they want clarity, meaningful work, and a human hiring process. If you’re navigating this space, whether you’re hiring or exploring your next role, I’m always open for a chat, share advice and connect you with others who could be beneficial on your journey.

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The UK HR sector is undergoing a strategic transformation. HR is central to business growth, culture, and resilience. Despite being the most competitive job category in the UK, with 129 applicants per vacancy according to the UK Labour Market January 2025, certain HR roles are experiencing surging demand due to evolving workplace needs and technological shifts. N HR Business Partner (HRBP) ·        Strategic liaison between HR and business units · Need for alignment between people strategy and business goals ·        Expected growth: 7% through 2028 ·        Average salary: £86,000+ (ies Briefing - Labour Market Statistics) Compensation & Benefits Manager ·        Oversees pay structures, benefits, and compliance (e.g., ERISA, COBRA) ·        Cost-of-living pressures and retention strategies ·        Median salary: £131,000 ·        Ranked as the second most in-demand HR role HR Analyst ·        Uses data to inform hiring, retention, and compliance strategies ·        Critical for organisations adopting data-driven decision-making ·        Job growth: 11% ·        Average salary: £69,000 HR is about shaping culture, driving performance, and enabling transformation. HR professionals must now be tech-savvy, managing complex HRIS, LMS, and analytics platforms. With only 1 in 10 UK employees feeling engaged at work (Office for National Statistics), HR roles focused on development and culture are more critical than ever.

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For all my Talent Acquisition friends - our HR Search Salary Guide 2025 shows a market that's slowly recovering 🚀 We've seen growth pockets across public sector, FMCG, construction and professional services. Tech hiring remains measured, but AI and automation are transform the TA space🤖 The result? Faster hiring, improved candidate experience and TA teams able to do more. But I truly believe we'll never lose the need for the human touch. Full insights + strategies for TA in 2025 here 🔗 https://lnkd.in/equa7tYp #TalentAcquisition #SalaryGuide #HRTrends #Hiring2025 #HRIreland

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🎙 The TRN Podcast is back! This week, we’re joined by Neil Carberry OBE, CEO of the Recruitment & Employment Confederation (REC), to unpack the tech trends, market shifts, and changing client expectations shaping the future of recruitment. 👉 What does success look like for recruitment businesses in this next chapter? 🔑 How do solo recruiters and SME agencies stay relevant in a fast-moving world? From strategy, to government policy and professional standards, Neil and I dive into what recruiters need to know, and how best to adapt. 🎧 Full episode out now - links below... 🔗 Spotify → https://lnkd.in/dWUjHrtr 🔗 Apple → https://lnkd.in/dmtX46sn 🔗 YouTube → https://lnkd.in/dah7uzRR #recruitment #podcasts

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It's hard to be positive about the latest labour market data, not just in the UK but in the US and Eurozone, especially in relation to early talent hiring trends. For employers the challenge is to respond to short term pressures whilst making sure talent bench strength remains for the medium term. For #staffing and #talentsolutions providers, agility is key, both in terms of service delivery and sector and functional focus. #workforceplanning #recruitment #earlytalent #rpo #msp #sow

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