Rob Simpson

If in doubt, interims will keep transformation moving… UK job vacancies declined in August for the first time in six months, ending a run of growth in advertised positions. Adzuna data shows postings down 2.1 per cent month on month to 846,567, while the CBI’s latest growth indicator points to private sector output falling by 20 per cent in the next three months. The market is softening, but it is not collapsing. ONS data also reports vacancies slipping by 10,000 to 728,000 with workforce jobs falling by 182,000. On the ground, we know this picture is incomplete. Transformation programmes in regulation, cyber and system resilience continue to move forward, and they need talent now. Interim specialists are the mechanism to deliver without long-term headcount risk. Even as consumer services, distribution and manufacturing forecast weaker activity, firms are still absorbing cost pressures, rising national insurance and higher minimum wages. With AI adoption reshaping skills demand unevenly across sectors, the safest play for critical programmes is often interim capacity. The headlines state the market is cooling, but business-critical transformation does not wait. We are seeing increased interim demand to ensure regulatory deadlines, cyber resilience and systems support are not left behind. If your transformation agenda has a problem, and permanent hiring can’t help you, we can find them… (Target reference for the overgrown 80s kids…)

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In big recruitment firms,  “𝐬𝐢𝐧𝐠𝐥𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩” is broken. Here’s why... Over the last 5 years with one client we had: >5 key consultants work with the client >10+ supporting team members >Delivering across a blend of permanent, contract, and consulting hires Result? That client scaled rapidly, worth 24bn JPY (~$16.3m USD) in recruitment value. No single recruiter could deliver that outcome! >It takes specialization. >It takes collaboration. >It takes solving problems across multiple hiring models. That’s the real value clients pay for. Steven Li follow for more cyber security recruitment content in Japan

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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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Mid Year Market Temperature Check 💡 🎤 The current feeling from candidates is definitely one of frustration, over the last 12-18 months in the UK we have seen vacancy's decrease, unemployment increase and businesses under tremendous cost pressures when it comes to hiring. We have seen more restructures, redundancies and offshoring than there is building and hiring, pair that with more days back in the office being mandated, less people are moving roles and those vacancies that are available are extremely competitive to difficult to land the offer. Within Internal Audit, Risk & Controls specifically, Assurance professionals are working on the new Failure to Prevent Fraud legislation, Corporate Governance changes, the IIA Standards as well as their day job (!!) so people are feeling stretched and stressed but without the option to increase the team / use more co-source due to budget constraints only adding to this feeling of frustration. My advice to those candidates that have been in the market for a while, or new to the market is to 'try' to remain positive. The market is definitely tougher for candidates at the moment but this H1 at Michael Page, we have placed a record number of candidates into positions showing people are still getting the jobs they want! I would recommend partnering with an agency you trust, take on their feedback and allow us to manage your searches. We can help give you up to date market intel, CV advice and most importantly help to bypass the '300' direct applicants you're all seeing on the job profiles. Unfortunately for some, this is a market where you might have to sacrifice on your expected salary, job title and days in the office so also be aware of this. As we enter August (a typically very slow month due to annual leave and people enjoying the summer) try to remain positive, sharpen that CV and reach out to a specialist agency as it is our job to navigate this every day. There are unfortunately some that act unprofessionally often promising they're working on roles they haven't been briefed on but trust your gut and act with caution. Darragh O'Donnell Michael Page

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Encouraging to see UK hiring activity pick up in July, with both permanent and contract roles on the rise. While it’s a welcome shift, long-term trends still point to caution. Agility in recruitment remains key in this evolving market. 🔗 https://lnkd.in/eBWrvAjA   #PEGlobal #OurSourcesYourResources #UKJobs #Recruitment

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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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We talk a lot about attracting payroll talent… but what about keeping them? The best payroll professionals don’t just stay for a good salary they stay where they feel valued, trusted, and part of something bigger than a process. Here’s what I’ve seen make the biggest difference in retention. Communication & Recognition – Payroll can be a thankless job. A simple “thank you” or public acknowledgment goes a long way when the team quietly makes sure thousands get paid correctly. Development Opportunities – Payroll is constantly evolving (think AI, globalisation, compliance). Give your team space to grow — whether it’s new system training, cross-border exposure, or leadership development. Empowerment – Trust them. Payroll people thrive when they’re given autonomy to solve problems, improve processes, and make decisions that matter. Culture & Flexibility – Work-life balance matters more than ever. Hybrid working and supportive leadership help payroll professionals bring their best selves to work. Retention isn’t just an HR metric it’s about building an environment where payroll talent wants to stay and grow. #Payroll #JGARecruitment

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