Why speed isn't enough in hiring: MarketWatch report

Small Businesses Are Struggling to Find the Right People—and It’s Costing Everyone Data from August 2025 shows only about 32% of small firms report having unfilled job openings (the lowest in years), and 81% of small businesses say they can’t find suitable candidates especially in manufacturing, construction, transportation. 💬 What’s going wrong: High demand + low supply of qualified workers = big staffing gaps. Many job seekers are left out due to mismatches in skills, expectations, or location. Delays in hiring ripple out: production slows, costs increase, morale drops. 🚀 What Reliable does differently: We specialize in matching candidates who are ready—hard skills + soft skills + availability. We help clients scale quickly without compromising quality. We bridge the gap between “someone who could maybe work” and “someone who immediately contributes.” 🧠 Takeaway: For small businesses, the difference between waiting & acting can mean survival vs stagnation. #SmallBizStaffing #RealSkillsNow #ReliableResources #HiringSolutions #ProductionPower #TalentMismatch

Scaling to 200 people is hard. Keeping your culture intact? Even harder. ZayZoon did both. Here’s how they made early hiring decisions that set the foundation for real growth... #StrategicHiring #FounderLedGrowth #ScalingTeams #TheNewNetwork

Up early doors this morning due to the youngest deciding 5.20am is a great time to want to watch Bluey! So I managed to get a bit of time to read the Hiring Trends Update 25/26 sent onto me by Totaljobs yesterday. Some really interesting insight from their data (from 900 recruiters and 2,000 candidates). Here are the 3 things that stood out to me: 1️⃣ Hiring is slower - but the fight for talent is still real. Even with fewer vacancies around, it’s still tough to find the right people with time-to-hire is stretching out to about 8 weeks. 2️⃣ Skills are everything. 70% of recruiters say finding the right skills is their biggest challenge. The shift to skills-based hiring isn’t just talk anymore, it’s becoming essential. 3️⃣ Candidates know what they want. Flexibility, fair pay, and job security are top of the list. Whilst 86% of candidates say they’d walk away from a role if the hiring experience isn’t great. My 20p: For me, as we move into 2026, I don't think we will see companies hire faster, but I do think they’ll hire even smarter than they are currently doing. I keep seeing the phrase: “slow is smooth and smooth is fast” and I see that mantra as the best way forward into the new year. How many weeks to go is it??

🔍 The job market isn’t collapsing—it’s evolving. Robert Half’s latest article, Why Hiring Trends May Be Better Than They Appear, offers a timely reminder that while hiring may be slowing in some sectors, it’s becoming more strategic and focused. 💡 Key takeaways that stood out to me: Employers are prioritizing high-impact roles—think cybersecurity, finance, and digital transformation. Flexibility and culture are now just as important as compensation for job seekers. Contract talent is on the rise, with 67% of companies increasing usage in H2 2025. The demand for skilled professionals remains strong, especially in healthcare, tech, and finance. As someone who works closely with both clients and candidates in the tech space, I’m seeing this shift firsthand. It’s not about hiring fast—it’s about hiring smart. 📈 If you’re navigating this market—whether hiring or job hunting—let’s connect. There’s opportunity out there, and I’d love to help you find it. #HiringTrends #JobMarket2025 #RobertHalf #TechRecruiting #StrategicHiring #TalentSolutions

September’s jobs report shows a clear slowdown, but this isn’t a recession. The market is recalibrating: - Fewer new hires - More candidates per job - Industry-by-industry divergence - Wage pressure easing It’s a great moment to re-strategize:  ✔️ Hire wisely while competition is light  ✔️ Focus on retention before the next upswing  ✔️ Re-engage passive candidates while they’re more open If you’re adjusting your hiring plans, I’d love to hear what you’re seeing. #HiringStrategy #LaborMarket2025 #RecruitmentTrends #TEEMA

We’re seeing two very different job markets right now. Some employers can’t hire fast enough. Others are overwhelmed with hundreds of applications from great people and still struggling to make a match. It’s not about a lack of talent. It’s often about misalignment between skills, demand and direction. I spoke to The Telegraph about why so many candidates are getting stuck in this cycle and how a more focused, strategic approach can change everything. Read the full article here: https://bit.ly/3WjTFSB

Only 8% of hiring managers think Gen Z is ready for the workforce according to Criteria's 2025 hiring benchmark report. How to find more workforce-ready talent? Skills-based hiring could be the best path forward. https://lnkd.in/gdDv_2tY

⏳ 79 days left in 2025. Let that sink in. If you’re feeling the pressure to hire, fill roles, or finalize headcount before year-end — take a breath. Let’s not spend the rest of the year overwhelmed by vacancies and stressed over positions. Instead, let's shift the focus to partnership and togetherness — because we get further when we don’t try to do everything alone. Whether you're trying to close the year strong or set the stage for Q1, this is the perfect time to lean on trusted partners. 🤝 A staffing partner does more than just find candidates. They: Align with your hiring goals Access talent pipelines you may not reach alone Save you time and internal bandwidth Act as a true extension of your team You don’t have to carry the weight of hiring on your own. Use the rest of 2025 wisely — focus on what matters, and let partnership do the heavy lifting. Let’s finish strong — together. 💼✨

The #1 reason companies fail to hire? Starting the search with the wrong budget. Client: “We want a Senior Engineer with 7+ years’ experience, leadership skills, and cross-functional exposure.” Me: “Great. To attract that level of talent, we’ll need to pitch in the £65k+ region.” Client: “Oh no, Oli. That’s way off. We can only go up to £45k.” And this is exactly where many companies lose candidates - before the process even begins. The market has shifted. Salaries have moved up. Candidates know their worth. If your banding is off, your search isn’t just difficult. It’s impossible. So before you hire, make sure you: - Benchmark the role properly - Understand current market value - Align your budget with the talent you want to attract Because the right hire isn’t “too expensive.” The wrong budget is. Stockford Recruitment